Global Process Owner Business Deals and M&A, Managing Director

Who Are We Looking For?

As global process owner for business deals/ mergers and acquisitions (M&A), you will be responsible for overseeing, designing, and optimizing the end-to-end M&A process globally. This position will ensure alignment of M&A strategies with organizational objectives, drive process standardization, and ensure seamless integration of acquired businesses. The role requires collaboration with the HR business partners and HR Country Heads, cross-functional teams, key stakeholders, and senior leadership to program manage the M&A portfolio from due diligence to post-integration.

Key Responsibilities

• Reporting to the Senior HRBP for Corporate Functions, SSGA and Global Markets, program manage the M&A portfolio across the HRBP teams and Country Heads and lead the development and continuous improvement of standardized M&A processes globally
• Define and govern M&A process, ensuring consistency and best practices across Global Human Resources and Corporate Citizenship (GHRCC)  
• Recommend process improvements to enhance efficiency, reduce risks, and drive value from M&A activities
• Partner with GHRCC COEs including total rewards, employee relations, talent acquisition, culture, and talent development, as well as HR Operations, HRBPs, country heads, employment legal, etc. to oversee key GHRCC initiative milestones and to develop integration and execution plans aligned to specific to region or location’s workforce administration, HR policies, Works Council/Unions and other requirements
• Ensure compliance with legal, financial, and regulatory requirements during the M&A lifecycle
• Responsible for the oversight of project plans, change management, communications and deliverables leveraging the GHRCC M&A Playbook and various SMEs both within GHRCC and the business
• Understand the business case for the acquisition, key employee information, cultural synergy needs, organizational structure and key initiatives as outlined in the P/S Agreement (i.e., Retention Program, Compensation & Benefits Structure and timelines, etc.)
• Partner with Internal Communications to develop the overall communications plan for the transition both specifically for GHRCC staff and for the broader organization
• Consider organizational structure implications related to the new organization that will evolve as a result of the acquisition and, in partnership with HRBPs
• Synthesize and review GHRCC due diligence report to identify any HR risks and opportunities, e.g., labor expenses, severance, benefits, employee relation issues and culture
• Work closely with finance, legal, IT, and other key functions to align processes and ensure smooth execution of M&A deals
• Provide regular updates to leadership on the status of the M&A portfolio, key activities and integration progress
• Conduct after action reviews post integration to determine what worked well, what could have gone better    

Job Requirements and Qualifications

• 6-8 years of experience in M&A and/or HR business partner experience, with at least 4-6 years in a process management or leadership role 
• Extensive technical Human Resources experience (e.g., HRBP, TA, L&D, total rewards, employment law, HR Operations, etc.)
• Complex program management, business acumen and finance skills
• Strong influencing, relationship management and collaborative skills a must
• Comfortable working in an environment with tight deadlines and significant level of ambiguity and competing priorities
• Ability to absorb and process large quantities of disparate information and synthesize quickly
• Demonstrated ability to collaborate with business leaders to develop HR plans and execution plans leveraging various functional HR groups
• Proficient in technology and understanding of HR data management; Payroll, operations, etc.
• Strong written and verbal communication skills
• Demonstrated good judgement, problem assessment, solutioning and decision-making capabilities
• Strong listening and collaboration skills; open-minded to new ways of doing things
• Prior experience with large scale projects and/or operations management

Salary Range:

The range quoted above applies to the role in the primary location specified. If the candidate would ultimately work outside of the primary location above, the applicable range could differ.

Job Application Disclosure:

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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