Project Manager, People Mergers & Acquisitions (M&A)

Stripe; San Francisco, Seattle, New York (CA, WA, NY); On-site; USD 180,000 - 230,000; Full time

Job summary

Stripe in San Francisco is seeking a collaborative, action-oriented Project Manager to join the Total Rewards Strategy & Enablement team and lead business-critical People projects with a primary focus on mergers and acquisitions (M&A). You’ll coordinate across Total Rewards, People Partners, Recruiting, and Legal to translate deal decisions into clear plans and milestones.

You’ll guide diligence, integration planning, and post-close execution, building repeatable playbooks, templates, and

Qualifications

• 7+ years of project or program management experience at a global company, including 2+ years managing workstreams within the M&A lifecycle.
• Experience leading complex, cross-functional programs from planning through execution and building repeatable program infrastructure.
• Track record turning ambiguous problems into structured, repeatable programs.
• Excellent written and verbal communication skills.
• Ability to manage senior cross-functional stakeholders across Total Rewards, People Partners, People Systems, Recruiting, Corporate Development, Legal, and Finance.
• Comfort working with data and systems such as Workday and Greenhouse.
• Focus on the experience of acquired Stripes and the teams operating the program, not only on program artifacts.
• Ability to manage competing priorities and adapt in a fast-paced environment.

Responsibilities

• Project manage People M&A workstreams from diligence and planning through close and post-close execution.
• Coordinate with Total Rewards, People Partners, People Operations, Recruiting, Legal, Finance, and Corporate Development.
• Align plans, dependencies, decisions, and accountability with transaction timelines.
• Develop integration and change-management plans for functional leads and acquired Stripes.
• Identify cross-functional dependencies, risks, and blockers and coordinate resolution to protect timelines.
• Establish feedback mechanisms for acquired Stripes, including surveys and centralized support channels.
• Build and improve People M&A infrastructure, including templates, playbooks, reporting, and retrospective documentation.
• Create scalable processes and documentation to support future integrations.
• Support other business-critical projects across Total Rewards and the People team as needed.

Skills

Cross-functional leadership

Program management

Executive communication

M&A experience

Data-driven decisions

Change management

Tools

Workday

Greenhouse

Job description

Who we are

About Stripe

Stripe is a financial infrastructure platform for businesses. Millions of companies - from the world’s largest enterprises to the most ambitious startups - use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone's reach while doing the most important work of your career.

About the team

The Total Rewards Strategy & Enablement (TR S&E) team translates people strategy into business impact, building the infrastructure, programs, and systems that make Total Rewards work at scale. We bridge strategy and execution, partnering with People leadership and cross-functional teams across Finance, Legal, and the business to turn ambiguous problems into durable programs.

What you’ll do

We’re looking for a collaborative, action-oriented Project Manager to join the Total Rewards Strategy and Enablement team. In this role, you’ll lead business-critical People projects, with a primary focus on mergers and acquisitions (M&A).

Bringing an acquired business into Stripe requires coordinated work across Total Rewards, People Partners, Recruiting, People Operations, Legal, Finance, and Corporate Development. You’ll project manage the People workstream from diligence and integration planning through close and post-close execution. You’ll turn deal-specific decisions into clear plans, ownership, milestones, and risk-management approaches.

You’ll coordinate functional owners across People workstreams, establish plans and dependencies, and step into the work when needed to unblock progress or close critical gaps. Your work will support transaction timelines, reduce business disruption, and create a consistent experience for acquired Stripes.

You’ll build People M&A’s capabilities through repeatable playbooks, infrastructure, and cross-training. This individual contributor role is well suited to someone who can bring structure to ambiguity and move between strategy and execution.

Responsibilities

• Project manage People M&A workstreams from diligence and planning through close and post-close execution. Workstreams may include organizational alignment, employee data, onboarding, recruiting, and people program integration.
• Serve as a central coordination point across Total Rewards, People Partners, People Operations, People Systems, Recruiting, People Support, Corporate Development, Legal, Finance, and Corporate Technology.
• Align plans, dependencies, decisions, and accountability with transaction timelines.
• Develop and run integration and change-management plans that give functional leads, acquired Stripes, and other affected audiences the information and support they need at each stage of a transaction.
• Identify cross-functional dependencies, risks, and blockers early. Coordinate resolution and elevate issues when needed to protect integration timelines and the Stripe experience.
• Establish feedback and support mechanisms for acquired Stripes, including surveys, office hours, and centralized support channels. Use feedback to improve integration plans and change-management approaches.
• Build and improve People M&A’s infrastructure, including project plans, templates, checklists, playbooks, reporting, and retrospective documentation.
• Build capability across People workstreams through documentation, cross-training, and shared practices that support more consistent future integrations.
• Support other business-critical and transformational projects across Total Rewards and the People team as needed.

Who you are

We're looking for someone who meets the minimum requirements to be considered for the role.

The preferred qualifications are a bonus, not a requirement.

Minimum requirements

• You have 7+ years of project or program management experience at a global company, including 2+ years project managing workstreams within the M&A lifecycle, including diligence, integration planning, close readiness, and post-close integration.
• You have experience leading complex, cross-functional programs from planning through execution and building repeatable program infrastructure, such as integration playbooks, project-plan templates, readiness checklists, risk logs, or retrospective processes.
• You have a track record of turning ambiguous problems into structured, repeatable programs. You’re comfortable building new programs in a scaling environment while improving and standardizing how work gets done.
• You have excellent written and verbal communication skills. You can write a one-page executive update, a decision memo tailored to stakeholders, and a step-by-step operator playbook with equal fluency. You guide project teams through complex work in a direct, approachable, and inclusive way.
• You can manage senior cross-functional stakeholders across Total Rewards, People Partners, People Systems, Recruiting, Corporate Development, Legal, and Finance. You know when to build alignment, raise a risk, and elevate.
• You’re comfortable working with data and systems such as Workday and Greenhouse. You use data to clarify decisions, communicate recommendations, and define requirements with People Systems partners.
• You focus on the experience of acquired Stripes and the teams operating the program, not only on program artifacts.
• You can manage competing priorities and adapt in a fast-paced environment. You work effectively independently and across teams, bring structure to complexity, and follow through on the details that make a program successful.

Preferred qualifications

• Experience with change management frameworks, such as the Prosci ADKAR Model, and applying them to employee or operational change.
• Project or program management certification or training, such as Project Management Professional (PMP), Lean, Six Sigma, or a comparable methodology