Director, M&A People Strategy & Integration

People Due Diligence & Risk Assessment

• →Diligence Execution: Lead HR and talent due diligence across target organizations, analyzing organizational structures, total rewards programs, workforce demographics, employment contracts, and labor compliance risks.
• →Talent & Cultural Assessment: Evaluate key talent retention risks, leadership team capabilities, organizational design, critical skills gaps, and cultural alignment to inform valuation, deal terms, and integration strategies.
• →Cost & Synergy Modeling: Partner with Finance to analyze workforce cost structures, including compensation, benefits, harmonization costs, retention packages, severance exposure, and synergy targets.

• Integration Playbook & Strategy: Build and maintain scalable People M&A playbooks, defining key deliverables across HR, Legal, Finance, and IT for Day 1 readiness and First 100 Days goals.
• Legal & Compliance Alignment: Partner with Legal to manage employment contract transfers, equity roll-overs, restrictive covenants, immigration/visa transfers, works council/labor relations requirements, and employment law compliance.
• People Ops & Systems Transition (with TD&I & Finance): Collaborate with TD&I and People Ops to manage HR Information System (HRIS) migrations, identity/access management transitions, payroll cutovers, and benefit vendor consolidations.
• Total Rewards Harmonization: Partner with Total Rewards to design side-by-side benefit maps, compensation alignment structures, equity conversions, and stay/retention bonus programs for acquired employees.

• Change & Communications: Partner with Internal Comms and Legal to design Day 1 announcement communications, offer letter rollouts, onboarding experiences, and executive town halls.
• Retention Strategy: Track, monitor, and support key talent post-close, driving initiatives that preserve company culture and minimize unwanted attrition.

• Experience: 7–10+ years in M&A HR and Talent strategy, People Integration, or M&A Human Capital consulting (Big 4 / strategic advisory), with end-to-end deal lifecycle management.
• Cross-Functional Expertise: Proven ability to drive joint workstreams with Legal, Finance/Payroll, IT, and HR functional leads without direct line management authority.
• Technical HR Acumen: Strong fluency in global/domestic employment law fundamentals, compensation/benefits harmonization, equity compensation, and HRIS systems migrations.
• Data-Driven Analysis: Solid skills in workforce data modeling, salary/benefit side-by-side mapping, and workforce financial synthesis.
• Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field; Master's or SPHR/SHRM-SCP certification preferred.

• Cross-Functional Leadership: Adept at aligning disparate stakeholder priorities across Legal, Finance, IT, and HR teams toward tight deal deadlines.
• Proactive "Driver" Skillset: High-agency operator with a strong bias for action; proven ability to take full ownership of deal outcomes, push cross-functional workstreams forward, hold partners accountable to tight deal timelines, and solve complex roadblocks with urgency. 
• Structured Problem-Solving: Ability to bring structure, playbooks, and clarity to ambiguous, rapidly moving transaction environments.
• Empathy & Discretion: High emotional intelligence, discretion, and tact when handling sensitive employee information and high-stress organizational changes.

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