People integration & project manager in M&A

BKL; Greater London; Hybride; GBP 60 000 - 65 000; Plein temps

Résumé du poste

BKL, a Top 40 accountancy and advisory firm, seeks a senior project manager to lead the People due diligence and integration workstreams for complex acquisitions in London. You will coordinate People specialists, HR/payroll, and external advisers to deliver a structured integration plan.

The role demands a strong track record in multi-disciplinary project management, governance, and clear reporting to the M&A Director and leadership team, with practical knowledge of UK employment law including

Qualifications

• Strong record of guiding People workstream across multiple acquisitions.
• Experience integrating employees onto payroll, benefits and systems.
• Ability to create governance, risk, and dependency management documents.
• Experience working with deal teams and external advisers in M&A.

Responsabilités

• Project-manage the People due diligence workstream and translate findings into action.
• Coordinate contributions from People, HR, Finance, Legal, and external advisers.
• Maintain due diligence plans, trackers, risks, actions and decision points.
• Lead integration priorities, owners, costs, milestones and actions.
• Track integration progress from signing through Day 1 and beyond.

Connaissances

People integration

Project management

Cross-functional coordination

Governance & reporting

UK employment law (TUPE)

Stakeholder management

Description du poste

Описание:

BKL is a Top 40 accountancy and advisory business supporting a diverse client base, from entrepreneurs and high-net-worth individuals to ambitious owner-managed businesses and multinational groups. With a legacy spanning over 130 years, we’ve evolved into a modern, purpose-driven business that balances profit with impact.

Задачи:

Project-manage the People due diligence workstream and turn findings into action

Work with the M&A team to mobilise and manage the People due diligence process, clarifying scope, inputs, owners, milestones, dependencies and governance from a People workstream perspective.

Coordinate contributions from People specialists, Corporate Development, Finance, Legal, external advisers and acquired-business leaders, ensuring the right information is requested, reviewed and brought together at the right time.

Maintain the People due diligence plan, tracker, risks, actions, questions and decision points, and provide clear progress reporting and escalation.

Support People specialists to assess employment, workforce, organisational, reward, benefits, culture, employee-experience and people-cost matters.

The role coordinates and challenges the process rather than acting as the sole subject-matter expert.

Consolidate the findings into a clear view of material risks, costs, dependencies and recommended mitigations for the M&A Director, deal team and relevant governance forums.

Lead the translation of agreed findings into integration priorities, owners, costs, milestones and practical actions, maintaining traceability from due diligence through to delivery.

Project-manage People integration Mobilise and manage the People workstream from signing and completion through Day 1, Day 30, Day 100 and longer-term integration.

Build integrated People plans covering organisational design, role alignment, consultation, contracts, payroll, benefits, pensions, People systems, onboarding, communications, engagement, retention and employee experience.

Establish proportionate integration governance, including RAID logs, action and decision logs, critical paths, costs and benefit tracking, and report progress clearly to the M&A Director and integration steering groups.

Maintain alignment with the wider integration programme and actively manage dependencies with Corporate Development, Finance, Technology, Legal, Payroll and business leaders.

Support the relevant People specialists and business owners to deliver their elements of the integration plan, while retaining accountability for People workstream coordination, pace, follow-through and escalation.

Track whether each integration has met its People objectives and ensure activities transfer cleanly into business-as-usual ownership, with outstanding actions, measures, documentation and accountabilities understood.

Lead selected strategic People & Culture projects Own a portfolio view of significant People projects, creating clear visibility of scope, outcomes, milestones, owners, risks, dependencies, capacity and decisions alongside the M&A pipeline.

Lead selected high-priority People and organisational projects from definition and discovery through implementation, adoption, stabilisation and business-as-usual handover.

Turn strategic priorities and ambiguous problems into clear scope, outcomes, plans, decision points, delivery pathways and success measures.

Projects may cover the People operating model, organisational design, workforce change, employee experience, talent and career frameworks, reward and benefits, policy or regulatory change, data and reporting, manager or leadership initiatives, and People technology or process change.

Balance the broader People project portfolio with M&A demand, identifying resource conflicts and sequencing issues early and bringing clear recommendations to the M&A Director, Chief People Officer and People Leadership Team.

Support the team to deliver specialist elements of strategic projects.

Coordinate contributions from People specialists, People Operations, Payroll, Technology, Information Security, Finance, Legal, business leaders, vendors and implementation partners, with each area retaining ownership of its specialist decisions and outputs.

Support the team to shape employee experience, culture, communications, listening, consultation, manager support, training, readiness and adoption activity as part of the overall project plan.

Support People Operations, Payroll, Technology and vendors with the project management of People technology, data, payroll, benefits and process change, ensuring requirements, testing, cutover, communications and stabilisation are visible and connected.

Support People specialists and legal advisers to identify employment-law, consultation, contractual and employee-relations implications and build these into project plans, decisions, sequencing and governance.

Требования:

A strong record of project-managing the People workstream on multiple acquisitions or mergers, from due diligence through completion, Day 1 and post-merger integration. Experience integrating acquired employees onto payroll, benefits, pensions and People systems, working with the accountable specialists and providers. Experience leading complex People, organisational or HR technology projects alongside deal activity, from ambiguity through implementation and BAU handover. Practical understanding of how UK employment law applies to acquisitions and People change, including TUPE transfers, consultation, terms harmonisation and employee-relations risk, with the judgement to engage specialists when required. Experience coordinating cross-functional teams and external partners where you do not have direct authority over contributors. Experience creating useful senior governance, project reporting, risk and dependency management, and clear recommendations for decision makers. Experience facilitating groups, presenting recommendations and building effective relationships across functions and levels. Exceptional programme and project discipline, combined with the judgement to keep governance proportionate and practical. Human-centred change leadership: you seek insight, listen well, explain clearly and consider how change feels and works for the people affected. Confidence and presence in a room. You can facilitate, present, challenge and create alignment with employees, specialists and senior leaders. Natural relationship-building and networking. You are curious about the business and proactive about creating the connections that make delivery possible. Commercial judgement and the ability to balance value, cost, risk, legal context, pace and employee experience. The ability to move quickly between strategic context, detailed delivery, data and the human realities of change. Excellent written communication, including concise executive updates, decision papers and change communications. Comfort with technology, data, dashboards, budgets and delivery tools, without allowing the tool or tracker to become the work. A pragmatic, energetic and resilient approach. You create structure without unnecessary bureaucracy and follow through on commitments.

Будет плюсом: Professional-services or similarly complex, multi-site and fast-growing organisational experience; Experience of acquisitions in professional services, accountancy or other partnership-based

Условия:

Hybrid Working - London N3 / EC4M (Minimum 3 days in office - travel to other London offices may be required) Monday to Friday, 35 hour week Salary: £60,000 - £65,000