Sr Specialist M&A

About this role

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 Act as a strategic advisor to leaders, connecting people-related integration decisions to transaction objectives, business priorities, employee outcomes, and organizational risk. Provide subject matter expertise and practical guidance across due diligence, integration planning, Day 1 readiness, stabilization, and post-integration transition. Anticipate business and stakeholder needs, develop proactive recommendations, and frame tradeoffs and decisions for senior leaders. Help build and scale the People M&A capability through repeatable standards, policies, playbooks, and operating practices. Due diligence and integration assessment Lead or coordinate people, organizational, cultural, operational, and HR functional due diligence activities. Synthesize qualitative and quantitative information to identify risks, opportunities, dependencies, costs, and integration considerations. Translate diligence findings into decision-ready insights, mitigation actions, integration requirements, and readiness plans. Maintain confidentiality and apply sound judgment when handling sensitive transaction and employee information. Integration planning, governance, and execution Develop and maintain integrated workplans, milestone trackers, decision logs, dependency maps, risk registers, and governance materials. Drive critical initiatives from concept through completion, coordinating multiple workstreams and deadlines without unnecessary process. Facilitate governance and working sessions, document decisions, clarify ownership, and hold stakeholders accountable for follow-through. Prepare executive summaries, status reports, dashboards, and recommendations that provide clear visibility into progress, decisions, risks, and outcomes. Cross-functional stakeholder leadership Serve as a bridge across People Enablement and enterprise partners, including the central M&A team, Legal, Finance, IT, Operations, Payroll, and FP&A. Build trusted relationships, navigate competing priorities, resolve issues constructively, and escalate barriers when timing or outcomes are at risk. Partner with HR business partners and functional owners to align integration activities and enable an effective transition and post-integration handoff. Communicate complex topics clearly with senior leaders, project teams, and partners at all levels. Employee experience and change management Assess organizational and employee impacts and shape practical change, communication, onboarding, and transition strategies. Champion a people-first experience while aligning acquired teams with company culture, values, policies, processes, and business objectives. Develop or coordinate employee-facing communications, leader materials, FAQs, readiness activities, and adoption plans. Use empathy, resilience, and conflict-resolution

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