Associate Director, HR M&A

Cognizant; Teaneck Township (NJ); On-site; USD 140,000 - 190,000; Full time

Job summary

Cognizant Technology Solutions Corporation is seeking an Associate Director, HR M&A in Global Human Resources to lead people aspects of acquisitions and integrations across the transaction lifecycle. The role advises deal teams and leaders, assessing human capital risks and developing HR strategies throughout due diligence, pre-close planning, transition, integration, and post-close stabilization.

The incumbent will translate complex workforce information into risks, recommendations, and

Qualifications

• Direct HR M&A experience
• Strong business and financial acumen
• Ability to translate workforce information into risks, recommendations, and executable plans

Responsibilities

• Lead assigned HR workstreams across acquisitions and integrations.
• Serve as primary HR M&A point of contact for deal teams and stakeholders.
• Translate transaction objectives into a comprehensive people strategy and work plan.
• Provide guidance on workforce risks, organizational implications, and cost considerations.
• Balance objectives with compliance requirements and deal timelines.
• Manage multiple transactions and workstreams with varying complexity.

Job description

Associate Director, HR M&A

Global Human Resources | Mergers & Acquisitions

About Cognizant Corporate

Cognizant Corporate is a global community united by a shared purpose: to make a meaningful impact. We are committed to excellence and driven by outcomes that matter. Collaboration is at the heart of how we work, and our forward-thinking mindset fuels continuous learning, innovation, and growth. At Cognizant, careers transcend titles. We empower our people to think strategically, inspire others, and lead with purpose, always guided by our core values.

About the role

The Associate Director, HR M&A is a senior member of the global HR M&A team responsible for leading the people-related aspects of acquisitions and integrations across the transaction lifecycle.

This individual serves as a trusted HR M&A advisor to deal teams, business leaders, and functional stakeholders, assessing human capital risks and opportunities, developing HR transaction and integration strategies, and influencing deal terms. The role spans due diligence, pre-close planning, employee transition and onboarding, integration, and post-close stabilization.

The successful candidate will bring direct HR M&A experience, strong business and financial acumen, and the ability to translate complex workforce information into clear risks, recommendations, and executable plans. This role requires strategic thinking, hands‑on execution, executive communication, data analysis, and disciplined program leadership.

HR M&A Leadership

In this role, you will:

• Lead assigned HR workstreams across acquisitions and integrations.

• Serve as a primary HR M&A point of contact for deal teams, business leaders, HR leaders, target companies, and cross‑functional stakeholders.

• Translate transaction objectives into a comprehensive people strategy, HR work plan, governance structure, and employee transition approach.

• Provide guidance on workforce risks, organizational implications, employee experience, cost considerations, and execution requirements.

• Apply sound judgment in a fast‑paced transaction environment, balancing business objectives, employee considerations, compliance requirements, and deal timelines.

• Manage multiple concurrent transactions and workstreams with differing levels of complexity, risk, geography, and maturity.

Acquisition Due Diligence

• Lead or independently manage the HR due diligence process for assigned acquisitions.

• Develop a tailored HR tailored due diligence strategy based on deal drivers, transaction structure, workforce profile, geographic scope, and known areas of risk; refine requirements as additional risks, gaps, or dependencies emerge.

• Review and analyze workforce data, employment practices, HR policies, employee programs, organizational structures, and contractual obligations.

• Assess human capital health, including organizational capability, workforce stability, critical talent, employee relations, compliance exposure, and key‑person dependencies.

• Evaluate compensation, benefits, incentives, retention arrangements, employment terms, workforce costs, and other employee‑related obligations.

• Review executive and key‑employee arrangements, including employment agreements, change‑in‑control provisions, severance obligations, transaction bonuses, retention commitments, and other potential transaction triggers.

• Compare target‑company practices and programs with Cognizant plans, policies, processes, and operating model.