People Consulting - HR Transactions Specialist - Manager - Multiple Positions - 1708316

About the role

Aid clients in enhancing organizational and individual performance through strategic HR initiatives and best practices. Manage all human resources aspects of the transaction lifecycle, including HR due diligence, sign-to-close, and post-close support, for both buy-side and sell-side clients. Lead HR due diligence efforts and provide recommendations based on findings. Collaborate with various stakeholders to assess and mitigate risks, drive change management initiatives, and develop HR strategies that align with the client's objectives. Design and implement HR operating models and organizational structures, enhance HR process efficiency, manage people risks, and offer strategic advice on a range of people-related challenges. Support HR functional teams, ensuring transition processes adhere to established commitments and procedures. Manage project workstreams, from planning through implementation, including effective resource allocation, budget management, and risk mitigation, ensuring timely and successful project delivery. Oversee restructuring programs or components of organization design and implementation programs affecting business areas or whole organizations. Depict workforce capabilities at current and future states, aligned with strategic workforce planning, and identify current gaps and further development areas across teams, role groupings or roles. Define an approach to capability mapping aligned with talent and workforce data, and recommend approaches to capability framework design in line with leading market practice, organizational context, and strategic workforce planning insights. Handle transactions with a focus on commercial people factors. Interpret and analyze key transaction documents relevant to buy/sell negotiations and overall people-related transactions management activities. Identify and articulate risks and issues across these activities and develop mitigation strategies and problem-solving approaches, engaging stakeholders effectively and presenting insights and recommendations on HR implications to support these activities. Document findings of studies and prepare recommendations for implementing new systems, procedures, and organizational changes.

Responsibilities

• Assist clients in enhancing organizational and individual performance through strategic HR initiatives and best practices.
• Manage all human resources aspects of the transaction lifecycle, including HR due diligence, sign-to-close, and post-close support, for both buy-side and sell-side clients.
• Lead HR due diligence efforts and provide recommendations based on findings.
• Collaborate with various stakeholders to assess and mitigate risks, drive change management initiatives, and develop HR strategies that align with the client's objectives.
• Design and implement HR operating models and organizational structures, enhance HR process efficiency, manage people risks, and offer strategic advice on a range of people-related challenges.
• Support HR functional teams, ensuring transition processes adhere to established commitments and procedures.
• Manage project workstreams, from planning through implementation, including effective resource allocation, budget management, and risk mitigation, ensuring timely and successful project delivery.
• Oversee restructuring programs or components of organization design and implementation programs affecting business areas or whole organizations.
• Depict workforce capabilities at current and future states, aligned with strategic workforce planning, and identify current gaps and further development areas across teams, role groupings or roles.
• Define an approach to capability mapping aligned with talent and workforce data, and recommend approaches to capability framework design in line with leading market practice, organizational context, and strategic workforce planning insights.
• Handle transactions with a focus on commercial people factors.
• Interpret and analyze key transaction documents relevant to buy/sell negotiations and overall people-related transactions management activities.
• Identify and articulate risks and issues across these activities and develop mitigation strategies and problem-solving approaches, engaging stakeholders effectively and presenting insights and recommendations on HR implications to support these activities.
• Document findings of studies and prepare recommendations for implementing new systems, procedures, and organizational changes.

Requirements

• Must have a Bachelor's degree in Business, Economics, Finance, Human Resources, Psychology, Statistics, or related field and 5 years of progressive, post-baccalaureate related work experience. Alternatively, a Master’s degree in Business, Economics, Finance, Human Resources, Psychology, Statistics, or related field and 4 years of related work experience.
• Must have 3 years of experience in HR mergers & acquisitions transactions.
• Must have 2 years of experience in two of the following:
• Change Management (with a focus on M&As)
• Organizational Design
• HR Operating & Delivery Model
• HR Process Efficiency & Policies.
• Must have 3 years of experience in transactions and PMO, including HR aspects of mergers, acquisitions, divestitures, and spin-offs.
• Must have 2 years of experience in Human Capital aspects of mergers & acquisitions functions, including in at least 3 of the following:
• Compensation
• Employee benefits
• HR operations and technology
• HR strategy
• Talent and culture
• HR functional build-up and supporting the broader enterprise-wide integration efforts, including change management, organization design, and workforce transition.
• Must have 3 years of experience with Excel, Word and PowerPoint.
• Must have 2 years of experience managing a team of junior consulting professionals.
• Travel required up to 80%, of which 10% may be international, to serve client needs.

Qualifications

• Must have a Bachelor's degree in Business, Economics, Finance, Human Resources, Psychology, Statistics, or related field and 5 years of progressive, post-baccalaureate related work experience. Alternatively, a Master’s degree in Business, Economics, Finance, Human Resources, Psychology, Statistics, or related field and 4 years of related work experience.
• Must have 3 years of experience in HR mergers & acquisitions transactions.
• Must have 2 years of experience in two of the following:
• Change Management (with a focus on M&As)
• Organizational Design
• HR Operating & Delivery Model
• HR Process Efficiency & Policies.
• Must have 3 years of experience in transactions and PMO, including HR aspects of mergers, acquisitions, divestitures, and spin-offs.
• Must have 2 years of experience in Human Capital aspects of mergers & acquisitions functions, including in at least 3 of the following:
• Compensation
• Employee benefits
• HR operations and technology
• HR strategy
• Talent and culture
• HR functional build-up and supporting the broader enterprise-wide integration efforts, including change management, organization design, and workforce transition.
• Must have 3 years of experience with Excel, Word and PowerPoint.
• Must have 2 years of experience managing a team of junior consulting professionals.
• Travel required up to 80%, of which 10% may be international, to serve client needs.

Skills

• Must have a Bachelor's degree in Business, Economics, Finance, Human Resources, Psychology, Statistics, or related field and 5 years of progressive, post-baccalaureate related work experience. Alternatively, a Master’s degree in Business, Economics, Finance, Human Resources, Psychology, Statistics, or related field and 4 years of related work experience.
• Must have 3 years of experience in HR mergers & acquisitions transactions.
• Must have 2 years of experience in two of the following:
• Change Management (with a focus on M&As)
• Organizational Design
• HR Operating & Delivery Model
• HR Process Efficiency & Policies.
• Must have 3 years of experience in transactions and PMO, including HR aspects of mergers, acquisitions, divestitures, and spin-offs.
• Must have 2 years of experience in Human Capital aspects of mergers & acquisitions functions, including in at least 3 of the following:
• Compensation
• Employee benefits
• HR operations and technology
• HR strategy
• Talent and culture
• HR functional build-up and supporting the broader enterprise-wide integration efforts, including change management, organization design, and workforce transition.
• Must have 3 years of experience with Excel, Word and PowerPoint.
• Must have 2 years of experience managing a team of junior consulting professionals.
• Travel required up to 80%, of which 10% may be international, to serve client needs.

Benefits

We offer a comprehensive compensation and benefits package where you'll be rewarded based on your performance and recognized for the value you bring to the business. The base salary for this job is $166,175.00 per year. In addition, our Total Rewards package includes medical and dental coverage, pension and 401(k) plans, and a wide range of paid time off options. Join us in our team-led and leader-enabled hybrid model. Our expectation is for most people in external, client serving roles to work together in person 40-60% of the time over the course of an engagement, project or year. Under our flexible vacation policy, you'll decide how much vacation time you need based on your own personal circumstances. You'll also be granted time off for designated EY Paid Holidays, Winter/Summer breaks, Personal/Family Care, and other leaves of absence when needed to support your physical, financial, and emotional well-being.

Pay

The base salary for this job is $166,175.00 per year.

Schedule

Full time employment, Monday – Friday, 40 hours per week, 8:30 am – 5:30 pm.