HR M&A Manager

RSM US LLP; Minnesota; On-site; USD 95,000 - 130,000; Full time

Job summary

RSM US LLP is seeking an M&A HR Business Partner to serve as a liaison across the talent organization and corporate development teams during due diligence and integration planning. The role builds relationships, participates in cross-functional teams, and coaches leaders on HR matters throughout the transaction process.

The right candidate will have an HRBP background with data-driven problem solving, integrative thinking, and the ability to adapt to a dynamic environment; occasional

Qualifications

• HRBP background with demonstrated experience using data to drive problem solving and integrative thinking.
• Strong attention to detail, risk mindset and ability to adapt in a dynamic environment.
• Flex hours may be required to work during non-standard business hours.

Responsibilities

• Manage completion of HR activities in the due diligence phase, ensuring policy alignment and compliance.
• Relationship management: liaison between deal team, COEs and talent organization; communicate progress.
• Lead talent-related M&A activities across due diligence, transition to integration, and divestitures.
• Project manage multiple work streams, create project plans, and report status to stakeholders.
• Coordinate with Deputy Chief Talent Officer and deal team on deliverables, timelines, and communications.
• Identify and resolve policy differences, leveraging COEs and leadership for creative solutions.

Skills

HRBP background

Data-driven problem solving

Integrative thinking

Attention to detail

Risk mindset

Adaptability

Job description

The Merger & Acquisition (M&A) Human Resources Business Partner will serve as a secondary liaison across the talent organization and corporate development teams from initial due diligence to coordinating with centers of excellence to ensure a successful due diligence and transition through integration process. The manager will work with the Deputy Chief Talent Officer and the potential merging firm by building relationships, participating in cross-functional teams, and coaching them on HR matters throughout the transaction process. The manager will work with the Deputy Chief Talent Officer in communicating and managing expectations and deliverables with the deal team, the merging firm, and the talent organization.

The right candidate will possess a HRBP background with demonstrated experience managing simultaneous initiatives using data to drive strong problem-solving skills and integrative thinking. This candidate should have strong attention to detail, risk mindset and the ability to adapt to a dynamic environment are essential to succeeding in this role.

Due to the nature of this role and the global impact, the ideal candidate will be able to flex hours to work during non-standard business hours as necessary

Manage the completion of the HR activities in the due diligence phase

• Applies knowledge of RSM firm policies and philosophies, employment law, and gains understanding of merging firm’s policies and philosophies and compliance with them
• Reviews data transaction materials and identifies similarities and differences in policies and philosophies
• Help identify potential deal breakers with the Deputy Chief Talent Officer Director and work with leadership and applicable COE to find creative solutions to resolve differences, while maintaining the objective of consistency with firm policies and practices
• Leverage appropriate national and regional internal resources during due diligence process
• Works to identify target firm employees who should not transition to RSM for reasons of performance and/or role redundancy
• Assist in the production of the HR due diligence report
• Project manage the multiple work streams in the due diligence process to ensure achievement of deadlines. Create and execute project plans and communicate project status

Relationship management & communication

• Builds relationships with internal leadership team, COE teams, and merging firm leadership
• Identify and assist in resolution of conflicts that arise during acquisition or divestiture activities
• Works with the Deputy Chief Talent Officer as a liaison between deal team, internal COEs and the talent organization by ensuring data documentation from merging firm is obtained and available to internal teams for review
• Provides pre-deal and post-deal advice across a number of areas within HR
• Collaborates with COEs and leadership team to provide timely and effective communication to deal team and talent leaders throughout entire process
• Carries best practices and learnings from deal to deal working with differing regional teams

Manage the facilitation of talent related M&A activities both in due diligence, transition to implementation, and divestitures

• Responsible for overall project management of all talent related M&A activities including transitioning from due diligence to integration. Create and execute project plans and communicate status.
• Plans work according to approved milestone dates and assists in holding team members accountable to the timely completion of identified milestone activities
• Works across the firm by participating in cross-functional teams, coaching them on HR matters throughout the process
• Takes an active role in M&A meetings and calls
• Coordinates with Deputy Chief Talent Officer and other stakeholders on deliverables and meeting timelines, such as communication plans, announcement dates, offer letter delivery, celebratory and educational events, etc. for the merging firm employees and leadership
• Ensures process standardization and propose automation where possible
• Gains understanding of talent processes (performance management, compensation, payroll, benefits, talent acquisition, Learning & Development, etc.) and the interdependencies that exist with other functions (i.e. IT, finance, accounting, marketing, communications, etc.) throughout the firm
• Assists in the development and continuous improvement of the talent process documentation