HR Business Partner, M&A Integration

Jabil Inc.; Saint Petersburg (FL); On-site; USD 90,000 - 140,000; Full time

Job summary

Jabil in Saint Petersburg, FL seeks an HR Business Partner – M&A Integration to serve as the primary HR partner to the acquired business, translating integration requirements into actions for leaders and HR teams.

You will drive change across policies, processes, and systems, coordinate communications, support organizational design, and enable effective workforce integration in a fast-paced, deal-driven environment.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 7+ years of progressive HR experience, including HRBP or generalist experience.
• M&A or integration experience required, including complex HR transitions.
• Experience in global or matrixed organizations preferred.
• Workday experience preferred.

Responsibilities

• Serve as the day-to-day HR partner to business leaders and acquired‑company HR, aligning integration activities with priorities.
• Execute the HR M&A integration plan, coordinating inputs, approvals, dependencies, and readiness; report progress and escalate risks.
• Advise leaders on people‑related decisions, using workforce data to explain recommendations, risks, trade‑offs, and financial implications.
• Support future‑state organizational design, staffing, role clarity, talent assessment, succession, and critical‑talent retention.
• Coach leaders on performance, employee development, and team effectiveness; address employee relations matters.

Skills

HRBP experience

M&A integration experience

Global/matrixed organization

Education

Bachelor’s degree in HR or related field

Tools

Workday

Job description

At Jabil (NYSE: JBL), we are proud to be a trusted partner for the world's top brands, offering comprehensive engineering, supply chain, and manufacturing solutions. With 60 years of experience across industries and a vast network of over 100 sites worldwide, Jabil combines global reach with local expertise to deliver both scalable and customized solutions. Our commitment extends beyond business success as we strive to build sustainable processes that minimize environmental impact and foster vibrant and diverse communities around the globe.

The Company Jabil works with some of the world’s best-known brands, manufacturing products people use every day. Across the world, our teams develop and manufacture products that connect people, advance technology, and improve the world we share. Built on a foundation of empowered employees, Jabil strives to be the world’s leading global manufacturing solutions partner. We help companies design, build, and bring products to market quickly, affordably, and efficiently. Our global expertise, ingenuity, analytics, and financial performance contribute to the success of some of the world’s most recognized brands.

The Opportunity

HR Business Partner – M&A Integration

HR Business Partner – M&A Integration serves as the primary HR partner to the acquired business and is responsible for executing and coordinating people‑integration activities defined through the HR M&A integration plan. Working in close partnership with the HR M&A team, which provides overall integration project management, governance, milestones, and cross‑functional coordination, this role translates integration requirements into practical actions for business leaders, local HR teams, and employees. The HR Business Partner connects the HR M&A team, business leadership, acquired‑company HR, and HR Centers of Excellence (COEs). The role coordinates implementation timing, prepares communications and leader materials, facilitates business decisions, and drives adoption of Jabil’s HR processes, policies, programs, and systems. Success requires strong business acumen, broad HR expertise, disciplined execution, and the ability to influence stakeholders by clearly explaining recommendations, trade‑offs, risks, and financial implications.

Key Responsibilities

Business Partnership & Integration Execution

• Serve as the day‑to‑day HR partner to business leaders and acquired-company HR, aligning integration activities with business priorities and workforce needs.
• Execute the HR M&A integration plan, coordinating business inputs, approvals, dependencies, and readiness; report progress and escalate risks to the HR M&A team.
• Advise leaders on people‑related decisions, using workforce data to explain recommendations, risks, trade‑offs, and financial implications.
• Support future‑state organizational design, staffing, role clarity, talent assessment, succession, and critical‑talent retention.

Process, Policy & Program Implementation

• Equip leaders and acquired-company HR to understand HR BU/CoE functions, understand and administer Jabil policies and processes through training, guidance and implementation materials; monitor adoption and address gaps.
• Facilitates onboarding, the rollout of Jabil HR policies, compensation, benefits, job architecture, talent, performance, employee relations, and mobility programs with HR COEs; resolve local requirements and implementation gaps with the appropriate specialists.
• Supports employee data collection, Workday and HR-system transitions.

Communications & Change Enablement

• Develop employee and leader communications, including announcements, talking points, FAQs, and transition updates; align messaging, timing, audiences, and delivery with key stakeholders.
• Prepare leaders and local HR to explain changes and answer questions about Jabil’s culture, expectations, programs, and ways of working.
• Assess change readiness and employee feedback; coordinate responses to concerns that affect engagement, retention, or business continuity.

HR Partnership

• Coach leaders on performance, employee development, and team effectiveness; address employee relations matters with Employee Relations and Legal.
• Support ongoing performance reviews, merit planning, promotions, compensation decisions, and talent planning during and after integration.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 7+ years of progressive HR experience required, including HRBP or comparable HR generalist experience.
• M&A or integration experience required, including execution of complex HR transitions.
• Experience working in a global or matrixed organization preferred.
• Workday experience preferred.

Knowledge, Skills, Abilities

• Strong implementation and coordination skills across multiple stakeholders, priorities, dependencies, and deadlines.
• Ability to influence leaders and communicate recommendations, risks, trade‑offs, and financial implications.
• Broad knowledge of talent management, compensation, benefits, employee relations, HR systems, and compliance.
• Strong written and verbal communication skills, including preparation of leader and employee communications.

Work Environment

• Fast‑paced, deal‑driven environment with tight deadlines and shifting priorities.
• Ability to travel as needed based on transaction and integration requirements.
• High level of visibility and interaction with business, HR, and functional leadership.

Location

This role will be based on-site at our St. Petersburg, FL Corporate Headquarters with the ability to work remotely 1 day a week, if desired.

Jabil, including its subsidiaries, is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, genetic information, veteran status, or any other characteristic protected by law.

Accessibility Accommodation

If you are a qualified individual with a disability, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access Jabil.com/Careers site as a result of your disability. You can request a reasonable accommodation by sending an e‑mail to [e-mail] or calling 727-803-7988 with the nature of your request and contact information. Please do not direct any other general employment related questions to this e‑mail or phone number. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to.

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