M&A People Business Partner

Meriton; Irving (TX); On-site; USD 70,000 - 90,000; Full time

Benefits offered by this job

Competitive salary

Career development opportunities

Job summary

A national HVAC innovation company in Irving seeks an M&A Integration Generalist to serve as a key HR partner during the acquisition process. You will manage employee relations, facilitate benefits enrollment, and ensure smooth integration of acquired companies. The ideal candidate has over 5 years of HR experience, outstanding communication skills, and the ability to build trust quickly. This role requires travel for on-site support and engagement with employees across various locations, with a focus on high-impact HR practices.

Qualifications

• 5+ years of progressive HR Generalist experience, including employee relations.
• Ability to build trust and credibility with leaders and employees.
• Experience managing sensitive employee relations matters.

Responsibilities

• Serve as a trusted HR partner for acquired company Presidents.
• Guide employees through cultural and operational transitions.
• Coordinate benefits enrollment activities with partners.

Skills

Employee relations

Change management

Communication skills

Trust building

Microsoft 365 proficiency

Education

5+ years HR Generalist experience

HR certifications (SHRM-CP, etc.)

Tools

ExponentHR

Job description

Meriton is a national team of experts driving HVAC innovation through a network of high-performing companies. From strategy and support to systems and solutions, we work behind the scenes to strengthen operations and build value—for our partners and our people.

If you’re looking to make an impact, we’re glad you’re here. At Meriton, you’ll join a team that believes in big ideas, doing great work, and building careers that matter—every step of the way.

ROLE SUMMARY

The M&A Integration Generalist is a HR professional who serves as the primary people partner for every acquired company during Meriton’s 120-day integration experience. This role requires equal credibility with front-line employees and executive leadership; one day facilitating a benefits enrollment session, the next advising an acquired company’s President on how to navigate a sensitive personnel situation. The comms, onboarding, and enrollment work is real and required, but this person’s differentiating value is their ability to build trust quickly, manage complexity calmly, and help leaders and employees move through change with confidence.

KEY RESPONSIBILITIES

Leader Partnership & Change Management

• Serve as a trusted HR partner to acquired company Presidents, GMs, and senior leaders throughout the integration window, handling full‑cycle challenges and opportunities end‑to‑end.
• Guide employees through the cultural and operational transition to Meriton: what’s changing, what’s staying, and how to communicate both with their teams effectively.
• Anticipate and surface people‑side risks: morale concerns, retention flags, leadership friction and proactively suggest recommended paths forward.
• Help leaders understand and adopt Meriton’s operating model, people practices, and expectations without losing the culture that made their company worth acquiring.

Employee Relations & Sensitive Issue Handling

• Serve as the first point of escalation for employee related issues or questions that arise during the integration window: medical coverage concerns, questions about job security, and other sensitive matters.
• Handle situations with sound judgment, appropriate confidentiality, and a clear escalation path to the Director when needed.
• Build visible, accessible relationships with employees across acquired companies so that people feel heard and supported through the process.
• Identify patterns in employee concerns and proactively flag systemic issues before they become escalations.
• Coordinate and lead benefits enrollment activities with Meriton’s benefits partners: education sessions, office hours, and Q&A events — virtual and on‑site.
• Serve as first‑line support for participant questions; resolve issues efficiently in partnership with carriers and vendors.
• Track enrollment completion and drive to 100% by each deadline through proactive follow‑up.
• Guide employees through the ExponentHR onboarding workflow: logins, tasks, elections, and confirmations; drive completion by required milestones.
• Coordinate onboarding timing with the Director and Systems Analyst to align with payroll and benefits eligibility.
• Lead manager trainings to help introduce ExponentHR to the business.

Communications & Integration Materials

• Maintain acquisition materials: FAQ, town hall deck, manager talk tracks, and onboarding guides; ensuring they are current, accurate, and organized for immediate use.
• Manage a communications cadence for each deal from pre‑close through Day 90, translating decisions into clear, employee‑ready messaging.

On‑Site Presence

• Travel to acquired operating companies to support town halls, run enrollment sessions, and serve as the in‑person Meriton HR representative.
• Build credibility quickly at each site; de‑escalate concerns in the moment and follow up with clarity.

QUALIFICATIONS

Required

• 5+ years of progressive HR Generalist experience, including meaningful exposure to employee relations, change management, and leader advisory work.
• Demonstrated ability to build trust and credibility with both senior leaders and employees in fast‑moving, high‑stakes environments.
• Experience managing sensitive employee relations matters with sound judgment and appropriate escalation.
• Comfort facilitating benefits enrollment processes: education sessions, deadline management, and participant support.
• Strong written and verbal communication skills; polished presenter who is equally effective one‑on‑one and in front of a group.
• Proficiency with Microsoft 365: PowerPoint, Word, Excel, Teams, SharePoint.

Preferred

• Experience in M&A integration, multi‑site HR, or acquisitive organizations.
• SHRM‑CP, SHRM‑SCP, PHR, or SPHR certification.
• Familiarity with ExponentHR or comparable HRIS platforms.
• Working knowledge of health plans (PPO, HDHP, HSA/FSA), 401(k) fundamentals, and eligibility concepts.

TRAVEL

• 1–3 trips per month to domestic operating company locations, aligned to town halls, enrollment sessions, and on‑site integration support. Travel is purposeful and tied to the highest‑impact moments in each acquisition.

Employment practices will not be influenced or affected by an applicant’s or employee’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Reasonable accommodations will be made for qualified individuals with disabilities unless doing so would result in an undue hardship.

Salary ranges listed are dependent upon a candidate’s qualifications, experience, internal equity, and the budgeted amount for the specific role and location.