HR Integration Lead

We need to output HTML fragment with sections: About the role? The posting includes description of Graco and role. We need headings for sections that have content: maybe "About the role", "Responsibilities", "Requirements", "Qualifications", "Skills", "Benefits", "Pay", "Schedule". We must only include sections if posting has real specific content. We have: - About the role: The first paragraph about Graco and role description: "Graco manufactures... This role is currently based at our Minneapolis office and will transition to our new headquarters in Dayton, MN, in 2027. The HR Integration Lead is responsible for leading diligence activities..." That's about role. So we can have

About the role

with

containing that description. - Responsibilities: The "What You Will Do" section with sub-sections: Integration Planning & Execution, Cross-Functional Collaboration, Change Management & Communications, HR M&A Playbook & Capability Building, HR Project & Program Management. Those are responsibilities. So we can have

Responsibilities

with

• each bullet? The content is paragraphs; we could break into list items for each major responsibility. The instruction: Use
  • for any list of duties/requirements/benefits. So we need to turn duties into list items. We'll extract each bullet as list item. - Requirements: The "What You Will Bring To Graco" includes bullet list of qualifications: Bachelor's degree, 7+ years experience, etc. That's requirements/qualifications. We'll put under

    Requirements

    (or Qualifications). The instruction says use headings like Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can choose Requirements for the list. Could also split into Qualifications and Skills but we can keep one. - Benefits: The posting mentions "Graco offers attractive compensation, benefits and career development opportunities. Graco’s comprehensive benefits include medical, dental, stock purchase plan, 401(k), tuition reimbursement and more." That's benefits. So we can have

    Benefits

    with
    • list. - Pay: The posting includes base pay range: "$98,300.00 - $172,000.00". So we need Pay section with that info. Not just "commensurate with experience". It's specific. So include

      Pay

      with

      containing the range. - Schedule: No mention of schedule (full-time, etc). Not present, so omit. - Also maybe "Qualifications" separate from Requirements? Could combine but we need to avoid thin sections. We'll have Requirements (includes education, experience, skills). Could also have Skills section for specific skills like project management, analytical, etc. But we can keep Requirements covering all. We must not repeat job title as heading. Not include Job ID etc. Remove boilerplate: EEO, legal, application instructions, etc. Also remove "Applicants must be legally authorized to work in the United States..." That's a requirement? It's a requirement but it's legal. Could include under Requirements? It's a requirement but it's not a substantive skill; but it's a requirement. However it's a legal requirement; we could include as a list item under Requirements. The instruction: preserve ALL substantive information; do not invent or summarize away detail. So we should keep that. It's a requirement. So include as list item. Also "This role is not eligible for immigration sponsorship now or in the future (e.g., H-1B, TN, F-1 OPT)." That's also a requirement. Include. Also "Our company uses E-Verify..." That's also a requirement? It's a statement about process; could be included under Requirements or maybe as a note. We'll include as list item. We must not include duplicated lines. Now craft HTML. Structure:

      About the role

      Graco manufactures and markets premium equipment to move, measure, control, dispense and spray a wide variety of fluid and powder materials. ... This role is currently based at our Minneapolis office and will transition to our new headquarters in Dayton, MN, in 2027. The HR Integration Lead is responsible for leading diligence activities and planning and orchestrating integration activities for Human Resources during mergers, acquisitions, divestitures and other transformation initiatives. This position serves as the primary HR lead for the Integration Management Office (IMO), and coordinates across all HR disciplines to ensure successful delivery on integration objectives, synergies, risk management, and the target operating model without disrupting business continuity. The position partners closely with HR leaders, acquired company counterparts, and cross-functional teams to deliver milestones on time and with minimal disruption. In addition, this position serves as the HR function’s project management lead, establishing and applying consistent project management practices across HR while leading select strategic, cross-functional initiatives.

      Then Responsibilities:

      Responsibilities

      • Orchestrate all HR due diligence, integration planning, and post-close optimization activities for acquisitions, mergers, and divestitures, ensuring each HR workstream has clear scope, priorities, owners, and deliverables that converge into a single functional plan
      • Develop and maintain comprehensive HR integration plans (including milestones, roadmaps, deliverables, dependencies, risks, and resource requirements), translating integration objectives into actionable work plans aligned with the overall integration strategy and ensuring completion of all functional integration activities within agreed timelines and scope
      • Lead the development of side-by-side analyses comparing compensation, benefits, HR policies, and other HR programs between Graco and acquired organizations, identifying key differences, risks, and employee impacts, and partnering with COEs on recommended integration approaches
      • Own HR Day-1 readiness planning and communications to support a smooth and seamless transition with minimal business disruption, in partnership with HR partners
      • Coordinate with acquired company and internal Graco HR partners to facilitate successful integration execution
      • Ensure operational ownership, support processes, documentation, and service transition activities are completed before transitioning acquired environments to steady-state HR operations
      • Serve as the primary point of contact between the HR function and the Integration Management Office, coordinating across HR workstreams and cross-functional partners to manage interdependencies, resolve issues, and remove barriers
      • Participate in integration governance forums and provide timely progress updates on HR integration status, milestones, dependencies, risks, and decisions
      • Partner with Corporate Development, Finance, HR partners, and business leaders to identify, quantify, validate, and track HR-related synergies and value-creation opportunities associated with each transaction
      • Develop HR change management plans that support Day 1 readiness, post-close integration, and long-term adoption of new HR programs, processes, and systems
      • Create clear, audience-specific communications for employees, leaders, HR partners, and acquired company counterparts on HR processes and programs, including FAQs, leader talking points, transition messaging, and readiness materials
      • Assess stakeholder impacts, readiness needs, and adoption risks; identify communications, training, or engagement actions needed to support successful implementation of HR processes and programs
      • Build alignment among stakeholders and foster collaboration across organizations
      • Help maintain employee trust, engagement, and business continuity by proactively addressing questions, concerns, and change impacts throughout the integration process
      • Own the ongoing development and evolution of the HR M&A playbook, creating a scalable and repeatable approach to HR integration activities
      • Develop and maintain standardized tools, templates, checklists, timelines, governance models, and decision frameworks for HR’s use in all types of M&A activities and transactions
      • Create practical methodologies for assessing differences across compensation, benefits, HR policies, recognition, talent, HR operations, HR technology, and other HR programs and processes
      • Capture lessons learned from each transaction and incorporate them into the playbook and future operating practices, and contribute to continuous improvement of integration methodologies and tools
      • Build organizational capability by educating HR partners and stakeholders on the M&A process, roles, responsibilities, and tools
      • Serve as the HR project management lead for selected strategic, cross-functional HR initiatives
      • Lead select strategic cross-functional HR projects from initial scoping and planning through implementation and stabilization by developing project plans, workstreams, milestones, dependencies, risk and issue logs, decision logs, and executive reporting
      • Facilitate project governance and maintain accountability for deliverables and decisions
      • Establish consistent project-management practices, tools, and standards across HR
      • Provide HR leadership with clear visibility into project status, risks, resource requirements, and decisions for select cross-functional HR initiatives
      Then Requirements:

      Requirements

      • Bachelor’s degree in Human Resources, Business, or a related field
      • 7+ years of experience in Human Resources, M&A integration, HR program management, or a related discipline
      • Experience supporting or leading HR activities associated with mergers, acquisitions, divestitures, or other complex organizational transactions
      • Strong project management and organizational skills
      • Strong analytical and problem-solving skills, with the ability to synthesize complex and sometimes incomplete information into clear insights and recommendations
      • Ability to influence and drive alignment without direct authority
      • Excellent written and verbal communication skills; ability to manage multiple priorities in a fast-paced environment
      • Broad knowledge across core HR disciplines, including compensation, benefits, HR policies, talent management, HR operations, employee relations, HRIS, and organizational design
      • Working knowledge of total rewards programs and HR policies, including the ability to compare programs and policies across organizations, identify meaningful differences and risks, and assess employee and business implications
      • Demonstrated ability to independently perform detailed analysis and develop recommendations across multiple HR disciplines
      • Demonstrated ability to operate effectively in ambiguous, confidential, and rapidly changing environments
      • Applicants must be legally authorized to work in the United States
      • This role is not eligible for immigration sponsorship now or in the future (e.g., H-1B, TN, F-1 OPT)
      • Our company uses E-Verify to confirm the employment and eligibility of all newly hired employees
      Then Benefits:

      Benefits

      • Medical
      • Dental
      • Stock purchase plan
      • 401(k)
      • Tuition reimbursement
      • More (as part of comprehensive benefits)
      maybe. However instruction: Use
      • for any list of duties/requirements/benefits. So we need list for benefits. Could also include a

        preceding list describing that Graco offers attractive compensation, benefits and career development opportunities. That's prose, okay. Thus:

        Benefits

        Graco offers attractive compensation, benefits and career development opportunities.

        • Medical
        • Dental
        • Stock purchase plan
        • 401(k)
        • Tuition reimbursement
        Then Pay:

        Pay

        The base pay range for this position is $98,300.00 - $172,000.00 (exclusive of fringe benefits or other compensation).

        We should not include "If you are hired..." etc because that's generic. The instruction: do not include filler/placeholder text like "commensurate with experience". The extra sentences about final base hourly rate determined based