Sr Specialist M&A

The Lead, People M&A Integration is a senior individual contributor who helps shape and execute People Enablement strategy across the M&A lifecycle. The role translates transaction objectives into integrated plans, decision frameworks, governance routines, and coordinated execution across due diligence, integration planning, Day 1 readiness, change management, and post-close transition.

This role serves as a trusted advisor and subject matter expert to business and People Enablement leaders. It independently brings structure to complex work, identifies and escalates risks, drives cross-functional follow-through, and balances strategic guidance with hands-on delivery. The Lead partners across People Enablement, Finance, IT, Legal, Operations, Payroll, and FP&A, and works with HR business partners to support the transition of acquired employees and the post-integration handoff.

Success requires deep M&A or integration experience, strong business acumen, exceptional stakeholder management, disciplined program management, and the judgment to operate effectively in a fast-moving and confidential environment.
Key Responsibilities
M&A strategy, advisory, and lifecycle leadership

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Act as a strategic advisor to leaders, connecting people-related integration decisions to transaction objectives, business priorities, employee outcomes, and organizational risk.

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Provide subject matter expertise and practical guidance across due diligence, integration planning, Day 1 readiness, stabilization, and post-integration transition.

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Anticipate business and stakeholder needs, develop proactive recommendations, and frame tradeoffs and decisions for senior leaders.

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Help build and scale the People M&A capability through repeatable standards, policies, playbooks, and operating practices.

Due diligence and integration assessment

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Lead or coordinate people, organizational, cultural, operational, and HR functional due diligence activities.

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Synthesize qualitative and quantitative information to identify risks, opportunities, dependencies, costs, and integration considerations.

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Translate diligence findings into decision-ready insights, mitigation actions, integration requirements, and readiness plans.

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Maintain confidentiality and apply sound judgment when handling sensitive transaction and employee information.

Integration planning, governance, and execution

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Develop and maintain integrated workplans, milestone trackers, decision logs, dependency maps, risk registers, and governance materials.

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Drive critical initiatives from concept through completion, coordinating multiple workstreams and deadlines without unnecessary process.

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Facilitate governance and working sessions, document decisions, clarify ownership, and hold stakeholders accountable for follow-through.

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Prepare executive summaries, status reports, dashboards, and recommendations that provide clear visibility into progress, decisions, risks, and outcomes.

Cross-functional stakeholder leadership

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Serve as a bridge across People Enablement and enterprise partners, including the central M&A team, Legal, Finance, IT, Operations, Payroll, and FP&A.

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Build trusted relationships, navigate competing priorities, resolve issues constructively, and escalate barriers when timing or outcomes are at risk.

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Partner with HR business partners and functional owners to align integration activities and enable an effective transition and post-integration handoff.

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Communicate complex topics clearly with senior leaders, project teams, and partners at all levels.

Employee experience and change management

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Assess organizational and employee impacts and shape practical change, communication, onboarding, and transition strategies.

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Champion a people-first experience while aligning acquired teams with company culture, values, policies, processes, and business objectives.

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Develop or coordinate employee-facing communications, leader materials, FAQs, rea