Sr Specialist M&A

Anywhere Real Estate; Cincinnati (OH); On-site; USD 150,000 - 190,000; Full time

Job summary

Anywhere Real Estate is seeking a Lead, People M&A Integration to shape and execute the People Enablement strategy across the M&A lifecycle, translating transaction objectives into integrated plans, governance routines, and coordinated execution across due diligence, integration planning, Day 1 readiness, change management, and post‑close transition.

The role serves as a trusted advisor to People Enablement, Finance, IT, Legal, Operations, Payroll, and FP&A, driving risk‑aware

Qualifications

• Senior individual contributor shaping People Enablement strategy.
• Experience across due diligence, integration planning, Day 1 readiness.
• Strong stakeholder management and disciplined program governance.

Responsibilities

• Lead or coordinate M&A strategy, advisory, and lifecycle leadership from due diligence through post‑integration transition.
• Oversee due diligence and integration assessment, identifying risks, dependencies and actions.
• Develop and maintain integrated workplans, governance materials, and executive dashboards.
• Serve as a bridge across People Enablement and enterprise partners, ensuring clear ownership and follow‑through.

Skills

M&A integration

Job description

The Lead, People M&A Integration is a senior individual contributor who helps shape and execute People Enablement strategy across the M&A lifecycle. The role translates transaction objectives into integrated plans, decision frameworks, governance routines, and coordinated execution across due diligence, integration planning, Day 1 readiness, change management, and post-close transition.

This role serves as a trusted advisor and subject matter expert to business and People Enablement leaders. It independently brings structure to complex work, identifies and escalates risks, drives cross-functional follow-through, and balances strategic guidance with hands‑on delivery. The Lead partners across People Enablement, Finance, IT, Legal, Operations, Payroll, and FP&A, and works with HR business partners to support the transition of acquired employees and the post‑integration handoff.

Success requires deep M&A or integration experience, strong business acumen, exceptional stakeholder management, disciplined program management, and the judgment to operate effectively in a fast-moving and confidential environment.

Key Responsibilities

M&A strategy, advisory, and lifecycle leadership

• Act as a strategic advisor to leaders, connecting people-related integration decisions to transaction objectives, business priorities, employee outcomes, and organizational risk.

• Provide subject matter expertise and practical guidance across due diligence, integration planning, Day 1 readiness, stabilization, and post‑integration transition.

• Anticipate business and stakeholder needs, develop proactive recommendations, and frame tradeoffs and decisions for senior leaders.

• Help build and scale the People M&A capability through repeatable standards, policies, playbooks, and operating practices.

Due diligence and integration assessment

• Lead or coordinate people, organizational, cultural, operational, and HR functional due diligence activities.

• Synthesize qualitative and quantitative information to identify risks, opportunities, dependencies, costs, and integration considerations.

• Translate diligence findings into decision-ready insights, mitigation actions, integration requirements, and readiness plans.

• Maintain confidentiality and apply sound judgment when handling sensitive transaction and employee information.

Integration planning, governance, and execution

• Develop and maintain integrated workplans, milestone trackers, decision logs, dependency maps, risk registers, and governance materials.

• Drive critical initiatives from concept through completion, coordinating multiple workstreams and deadlines without unnecessary process.

• Facilitate governance and working sessions, document decisions, clarify ownership, and hold stakeholders accountable for follow-through.

• Prepare executive summaries, status reports, dashboards, and recommendations that provide clear visibility into progress, decisions, risks, and outcomes.

Cross-functional stakeholder leadership

• Serve as a bridge across People Enablement and enterprise partners, including the central M&A team, Legal, Finance, IT, Operations, Payroll, and FP&A.

• Build trusted relationships, navigate competing priorities, resolve issues constructively, and escalap?

• Partner with HR business partners and functional owners to align integration activities and enable an effective transition and post‑integration handoff.

• Communicate complex topics clearly with