Senior Manager, HR Integration M&A

Job Responsibilities

Lead HR Integration Strategy
- Lead the HR integration and separation strategy for acquisitions, divestitures, and strategic partnerships from transaction close through full integration.
- Develop integration roadmaps, governance, success metrics, and implementation plans that support business objectives while delivering an exceptional employee experience.
- Partner with Corporate Development, HR leaders, and business executives to align integration priorities with enterprise goals.

Drive Enterprise Integration Execution
- Lead multiple complex HR integration and separation initiatives simultaneously, ensuring successful execution across timelines, budgets, quality, and risk.
- Coordinate HR workstreams across Compensation, Benefits, HR Systems, Talent Acquisition, Organizational Effectiveness, Payroll, Employee Relations, and other HR Centers of Excellence.
- Identify integration risks, dependencies, and opportunities while proactively driving solutions.

Build Scalable Integration Programs
- Own and continuously improve HR integration methodologies, playbooks, governance models, templates, and best practices.
- Lead change management and communication strategies that enable successful employee transitions and organizational adoption.
- Drive continuous improvement through lessons learned and integration readiness planning.

Lead and Develop a High-Performing Team
- Build and lead a high-performing HR M&A team
- Provide mentorship, guidance, and performance management

Partner with Executive Leaders
- Serve as the HR integration advisor for senior HR and business leaders.
- Build trusted relationships across HR, Finance, Legal, Corporate Development, and business functions to drive alignment, decision-making, and execution.
- Present recommendations, progress, risks, and outcomes to executive stakeholders.

Manage Integration Planning and Resources
- Partner with HR Finance and FP&A to develop integration budgets, resource plans, and third-party support strategies.
- Monitor financial performance and resource utilization across multiple integration initiatives while identifying opportunities for operational efficiency.

Required Qualifications

• 7–10+ years of progressive experience leading HR M&A integration, post-merger integration (PMI), divestitures, or other complex enterprise integration initiatives.
• Demonstrated success leading HR workstreams through multiple post-close integrations, including planning, implementation, governance, change management, and cross-functional execution.
• Strong understanding of HR functions including Compensation, Benefits, HR Systems, Talent Acquisition, Organizational Effectiveness, and Employee Relations.
• Experience building integration playbooks, governance models, and scalable HR integration processes.
• Proven people leader with experience managing and developing high-performing teams.
• Demonstrated ability to influence executive stakeholders and lead through ambiguity.
• Experience leading large-scale cross-functional programs with multiple stakeholders and competing priorities.
• Excellent executive communication, presentation, and relationship management skills.
• Strong strategic thinking, problem-solving, and decision-making capabilities with the ability to balance long-term vision and operational execution.
• At least 18 years of age