HR Business Partner - Mergers & Acquisitions

GE Healthcare; Chicago (IL); On-site; USD 172,000 - 258,000; Full time

Benefits offered by this job

Medical insurance

Dental insurance

Vision insurance

Paid time off

401(k) plan with company match

Life insurance

Disability insurance

Tuition reimbursement

Job summary

GE HealthCare is seeking an HR Business Partner specialized in Mergers & Acquisitions and Business Development to accelerate growth through acquisitions, divestitures, partnerships, and other transactions. This leader will steer the people workstream across the deal lifecycle, aligning people, culture, and talent strategies with deal objectives and post-close integration value realization.

The role requires experience leading HR due diligence, organization design, talent retention, and Day 1

Qualifications

• Bachelor's degree or higher from an accredited university; 8+ years of HRBP or HR leadership in a global setting.
• Experience supporting mergers, acquisitions, divestitures, or complex transformations.
• Experience conducting HR due diligence and post-close integration activities.
• Ability to lead organizational change, workforce planning, and talent management with senior leaders.

Responsibilities

• Lead HR workstream for acquisitions and strategic transactions from due diligence through integration.
• Assess human capital implications of potential transactions.
• Conduct HR due diligence evaluating capability, leadership, retention, risks and opportunities.
• Lead workforce planning, organization design, and talent process integration.
• Partner with People Ops to ensure payroll, benefits, HR systems, and data integration stays aligned.
• Collaborate with Total Rewards to assess compensation/benefits impacts and transition solutions.
• Work with Legal and Business Development on employee-related requirements and risk mitigation.
• Develop and execute Day 1 and post-close people integration plans.

Skills

M&A experience

HR leadership

Organizational change

Project management

Stakeholder management

Business acumen

Influence senior leaders

Ambiguity tolerance

Education

Bachelor's degree

Tools

Workday

HRIS

Job description

Job Description Summary

The HR Business Partner, Mergers & Acquisitions and Business Development plays a critical role in accelerating the company's growth strategy through acquisitions, divestitures, partnerships, and other business development activities. This role leads the people workstream throughout the transaction lifecycle, including HR due diligence, organization and talent assessment, retention planning, Day 1 readiness, and post-close integration. The position is responsible for aligning people, culture, organizational design, and talent strategies to support deal objectives while delivering a positive colleague experience and enabling business value realization. This leader brings an enterprise perspective to transactions that may cross businesses, functions, and countries. The role provides dedicated capacity and specialized HR M&A expertise that may not be available within business HR teams supporting fast-moving transactions.

Responsibilities

• Lead the HR workstream for acquisitions and other strategic transactions from due diligence through integration.
• Assess human capital implications of potential transactions.
• Conduct HR due diligence to evaluate organizational capability, leadership strength, critical skill & talent retention, workforce & culture risks and talent opportunities associated with target companies.
• Lead workforce planning, organization design, job alignment, and integration of talent processes.
• Partner with People Operations to ensure effective transition of payroll, benefits, HR systems, and employee data. This includes payroll integration, benefits harmonization, WorkDay and other systems, employee data transitions, immigration/mobility and overall lifecycle flow to ensure people strategies and operational execution remain aligned throughout the process.
• Collaborate with Total Rewards and HR subject matter experts to assess compensation and benefits impacts and develop employee transition solutions.
• Partner with Legal and Business Development on employee-related transaction requirements and risk mitigation strategies, including assessment of human capital liabilities, compliance concerns, labor relations exposure and other workforce related synergies.
• Develop and execute Day 1 and post-close people integration plans.
• Gain leadership alignment to culture integration efforts.
• Lead HR separation activities for divestitures, including employee census identification, selection and transition planning, standalone organizational design, leadership and talent planning, TSA requirements, employee communication, retention and transition agreements, labor and regulatory considerations, and Day 1 separation readiness.
• Develop employee communication, engagement, and change management plans supporting successful integrations and divestitures.
• Partner with leaders to drive transparency, engagement and trust during organizational change.
• Monitor integration progress, identify risks, and drive actions that support business continuity, employee retention, and deal success.
• Provide expert guidance to business leaders on people-related M&A matters and integration best practices.

Qualifications

• Bachelor's degree from an accredited university or college and a minimum of 8 years of significant HR Business Partner or HR leadership experience in a complex global organization.
• Demonstrated experience supporting mergers, acquisitions, divestitures, or complex organizational transformations.
• Experience conducting HR due diligence and post-close integration activities.
• Experience leading organizational change, workforce planning, and talent management initiatives and demonstrated ability to influence senior leaders and lead cross-functional teams.
• Strong project management, stakeholder management as well as business acumen and problem-solving skills.
• Ability to operate effectively in highly ambiguous, fast-paced environments.

Desired Qualifications

• Knowledge of organizational design, compensation, benefits, employee relations, and change management.
• Experience working across multiple countries and employment environments, especially in highly regulated industries.

Leadership Expectations

• Demonstrates strategic thinking and sound judgment in complex, high-impact situations.
• Builds strong partnerships across businesses, functions, and regions.
• Balances employee experience, business priorities, and risk management.
• Drives execution, accountability, and measurable business outcomes.
• Leads through ambiguity and influences without direct authority.

We will not sponsor individuals for employment visas, now or in the future, for this job opening.

Compensation

For U.S. based positions only, the pay range for this position is $172,000.00-$258,000.00 Annual. It is not typical for an individual to be hired at or near the top of the pay range and compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate may be influenced by a variety of factors including skills, qualifications, experience and location.

In addition, this position may also be eligible to earn performance based incentive compensation, which may include cash bonus(es) and/or long term incentives (LTI).

GE HealthCare offers a competitive benefits package, including not but limited to medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, life, disability, and accident insurance, and tuition reimbursement.

GE HealthCare is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.

GE HealthCare will only employ those who are legally authorized to work in the United States for this opening.

Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable).

While GE HealthCare does not currently require U.S. employees to be vaccinated against COVID-19, some GE HealthCare customers have vaccination mandates that may apply to certain GE HealthCare employees.

Relocation Assistance Provided: No

At GE HealthCare, we see possibilities through innovation. We're partnering with our customers to fulfill healthcare's greatest potential through groundbreaking medical technology, intelligent devices, and care solutions. Better tools enabling better patient care. Together, we are not only building a healthier future but living our purpose to create a world where healthcare has no limits.