Senior Human Resources Business Partner

Confidential Careers; United States; On-site; USD 150,000 - 210,000; Full time

Job summary

Confidential Careers seeks a Senior HRBP with deep M&A integration strategy experience to lead people aspects of acquisitions and transformations. Partner with executives, legal, finance, and corporate development to align culture, structure, and engagement across acquired entities.

The ideal candidate has 10+ years in HR leadership, including HRBP roles, and a proven track record in M&A integration, culture work, and organizational effectiveness.

Qualifications

• Bachelor’s degree in HR, Business, or related field.
• 10+ years HR leadership roles including HR Manager/Senior HRBP.
• 4+ years leading HR workstreams for M&A/integration.
• Experience partnering with senior executives on workforce strategy.
• Strong change management, culture integration, and employee relations.
• Knowledge of employment law and compliance.
• Executive presence and strong communication.

Responsibilities

• Lead HR workstreams for mergers, acquisitions, divestitures, and integrations.
• Develop and monitor integration plans with milestones and metrics.
• Advise senior leaders on organizational effectiveness and workforce planning.
• Guide change management and culture integration during transformations.
• Support talent management, retention, and career progression during integration.
• Harmonize compensation and benefits across merged entities.
• Ensure regulatory compliance across HR activities during M&A.

Skills

HR Leadership

M&A Integration

Change Management

Stakeholder Management

Workforce Analytics

Talent Management

Organizational Design

Employee Relations

Compensation Benefits

Education

Bachelor’s degree in HR/Business

Job description

We are seeking an experienced Senior Human Resources Business Partner (HRBP) with deep expertise in Mergers & Acquisitions (M&A) Integration Strategy to lead and support the people-related aspects of acquisitions, integrations, divestitures, and organizational transformations. This strategic HR leader will partner closely with executive leadership, business stakeholders, legal, finance, and corporate development teams to ensure seamless integration of acquired organizations while preserving employee engagement, accelerating business outcomes, and minimizing organizational disruption.

The ideal candidate will possess 10+ years of progressive HR leadership experience, including significant experience as an HR Manager or Senior HR Business Partner, with a proven track record of leading the people aspects of mergers, acquisitions, organizational transformations, and culture integration initiatives. This individual will serve as a strategic advisor to executive leadership and play a critical role in supporting the organization's growth strategy through successful M&A execution.

Key Responsibilities

M&A and Integration Leadership

• Lead all HR workstreams associated with mergers, acquisitions, divestitures, and strategic business integrations.
• Conduct HR due diligence activities, including evaluation of organizational structures, talent, compensation, benefits, retention risks, workforce liabilities, and cultural alignment.
• Develop and execute comprehensive integration plans covering people, processes, systems, policies, and organizational design.
• Partner with senior leadership to define integration success metrics and monitor progress against key milestones.
• Identify and mitigate talent-related risks throughout the transaction lifecycle.

Strategic Business Partnership

• Serve as a trusted advisor to senior leaders on organizational effectiveness, workforce planning, talent management, and business strategy.
• Provide guidance on organizational restructuring, workforce transitions, and change initiatives.
• Align HR strategies with broader company objectives and growth plans.
• Utilize workforce analytics to drive informed business decisions and identify opportunities for improvement.

Change Management & Culture Integration

• Design and implement change management strategies that promote employee engagement and accelerate adoption during periods of transformation.
• Lead culture assessment and integration initiatives to create a unified employee experience.
• Develop executive communications and employee messaging related to organizational changes and integration activities.
• Coach leaders through periods of significant organizational transition.

Talent Management & Employee Experience

• Develop retention and engagement strategies for key talent during integration periods.
• Partner with leaders to evaluate talent, succession plans, and organizational capabilities.
• Support performance management, leadership development, and career progression initiatives.
• Oversee employee relations matters associated with organizational changes while ensuring compliance with employment laws and company policies.

Compensation, Benefits & HR Operations

• Partner with Total Rewards teams to assess and harmonize compensation and benefits programs.
• Support workforce transition planning, including job mapping, workforce restructuring, and integration of HR systems.
• Ensure compliance with federal, state, and local labor regulations during M&A activities.
• Collaborate with HR Centers of Excellence to streamline HR policies and practices across newly integrated organizations.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.
• Minimum 10+ years of experience in an HR Manager, Senior HR Manager, HR Business Partner, or Human Resources leadership role supporting business operations and executive leadership teams.
• 4+ years of direct experience leading HR workstreams for mergers, acquisitions, integrations, or large-scale organizational transformations.
• Proven experience partnering with senior executives on workforce strategy, organizational design, succession planning, and talent management.
• Strong expertise in change management, culture integration, employee relations, and organizational effectiveness.
• Demonstrated experience conducting HR due diligence, risk assessment, and post-acquisition integration planning.
• Knowledge of employment law, compliance, compensation, benefits, and workforce restructuring.
• Strong executive presence with exceptional communication, stakeholder management, and influencing skills.
• Ability to lead cross-functional teams and drive strategic initiatives in fast-paced, complex business environments.
• Experience supporting multi-site, manufacturing, industrial, engineering, energy, or global organizations preferred.