Sr Director, People Integration M&A

Mission

At Bluebeam, we empower people to advance the way the world is built. We create smart software solutions that make construction sites more efficient, connected, and safe and improve the lives of design and construction professionals everywhere.

About the role

The People Integration and M&A Leader is responsible for designing and driving integrated people programs that ensure each acquisition delivers its intended value while safeguarding culture, talent, and compliance across the Division. This role acts as the orchestrator of all People-related post-merger integration work, structuring and managing the overall integration program, defining and sequencing work packages, and coordinating multiple workstreams (talent, organization design, culture, rewards, HR technology, people services, and compliance) to achieve timely and consistent execution.

Responsibilities

• M&A Strategy & Execution:
  • Lead the People workstream for the current acquisition and integration, as well as support future mergers, acquisitions, divestitures, and strategic integrations, ensuring alignment with deal rationale, growth strategy, and business priorities across the Build & Construct Division.
  • Direct and support ongoing comprehensive people due diligence efforts, including assessment of leadership teams, organizational structures, talent risks, retention needs, compensation and benefits programs, cultural dynamics, people operations, and employment-related liabilities.
  • Translate transaction objectives into actionable people integration plans with clear Day 1 readiness, 30/60/90-day execution priorities, and longer-term post-close roadmaps.
  • Provide day-to-day leadership, coaching, and performance oversight for any project management resources supporting People integration workstream.
• Organization Design & Talent Management:
  • Partner with the CPO, Integration Office, and People Business Partners to lead organization design and leadership selection for the current acquisition as well as future acquired or restructured entities, including role mapping, span and layer assessment, decision-rights clarity, and critical talent retention planning.
  • Develop and execute retention strategies for key leaders and high-impact talent to minimize disruption, preserve institutional knowledge, and sustain business performance through periods of change.
• Integration & Alignment:
  • Drive culture integration and change management strategies, including stakeholder engagement, communication planning, leadership enablement, and interventions that support adoption and trust.
  • Partner with People Business Partners and Group Centers of Excellence to align policies, processes, systems, data, and compliance practices across acquired businesses and existing brands.
• M&A Capability & Governance:
  • Establish and continuously improve a scalable People M&A playbook, including templates, tools, governance routines, risk frameworks, and lessons learned to improve speed, consistency, and execution quality.
  • Define and monitor people integration success metrics, dashboards, and executive updates tied to talent retention, employee engagement, organizational stability, milestone completion, and value creation outcomes.
  • Build M&A and integration capability across the People function by guiding leaders and team members, clarifying roles and governance, and embedding disciplined integration practices.
• CPO Strategic Partnership:
  • Serve as a primary strategic partner to the Division CPO on the HCSS people integration agenda, orchestrating preparation, follow-through, and alignment for People leadership forums, executive reviews, Board-related people topics, and cross-brand operating rhythms connected to this integration and its downstream implications.
  • Coordinate and synthesize inputs from People Business Partners, Centers of Excellence, and corporate functions into decision-ready recommendations for the CPO on integration-critical people, culture, and organization topics, while laying the groundwork for future Division-wide priorities.
  • Orchestrate complex, cross-functional HR projects and initiatives tied to the HCSS integration through disciplined program management practices, including scope definition, workstream coordination, milestone tracking, resource planning, risk management, and executive reporting, with an eye toward creating repeatable ways of working for future integrations and Division-level priorities.
  • Support and define the standards, tools, and routines for project management resources, including capacity planning and role clarity.
• Cross-Functional Collaboration & Compliance:
  • Partner closely with the CPO, Division leadership, brand executives, Corporate Development, Finance, Legal, IT, Group Centers of Expertise, and functional leaders to ensure People-related decisions support synergy realization, organizational effectiveness, and business continuity.
  • Ensure all People-related integration activities comply with applicable employment, labor, works council, privacy, and regulatory requirements across relevant jurisdictions.

Qualifications and Experience

• 15+ years of leadership experience in Human Resources, including significant leadership experience in complex, high-growth, or multi-entity organizations.
• Proven experience leading people integrations and M&A workstreams across multiple transactions, including due diligence, Day 1 planning, post-close integration, and change execution.
• Demonstrated success partnering with senior executives to shape organizational, talent, and culture strategies that support business transformation and value creation.
• Prominent ability to translate complex, multi-stakeholder information into concise executive briefings, options, and recommendations, with a track record of driving alignment and decisions in senior leadership forums.
• Deep expertise in organizational design, executive assessment, talent retention, total rewards alignment, change management, and people operating model integration.
• Strong business and financial acumen, including the ability to connect people decisions to deal rationale, synergy opportunities, operating priorities, and long-term enterprise value.
• Experience working effectively in matrixed, multi-brand, and cross-functional environments with the ability to influence without direct authority as well as past experience managing project management resources in a direct team setting.
• Excellent communication, stakeholder management, and executive presentation skills, with the ability to navigate sensitive decisions with sound judgment and credibility.
• Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field.