Sr Manager, M&A People

About the Role

The Senior M&A Program Manager (L6) is a high-impact, leadership role that serves as a principal architect of the M&A People strategy and operational methodology. You will move beyond managing individual transactions to leading a portfolio of complex, high-stakes integrations and owning the scalability of the entire People M&A function. This role requires deep People domain expertise, a strategic planning mindset, and the proven ability to influence senior leaders and navigate significant global ambiguity. You have to be comfortable pushing back on the business and other key stakeholders. You will be accountable for defining success metrics, managing execution risk across multiple jurisdictions, and ensuring the M&A process delivers a world-class employee experience.

What You'll Do

• Lead and govern a portfolio of concurrent, high-stakes M&A transactions, accountable for end-to-end People workstream execution across multiple, often conflicting, global legal and regulatory frameworks.
• Spearhead the resolution of highly ambiguous and structurally complex integration challenges, including global compensation harmonization, collective bargaining/labor council negotiation strategy, complex HRIS data migration, and global mobility issues.
• Drive rigorous due diligence processes, synthesizing complex legal, HR, and cultural data into clear, actionable recommendations for deal structuring and risk mitigation.
• Develop and maintain robust, high-trust cross-functional partnerships with Corporate Development, Legal, Finance, and IT/Systems teams to ensure seamless data and operational integration.

• Minimum 10+ years of progressive professional experience, with a focus on large-scale program management, consulting, or strategic operations.
• Minimum 7+ years leading complex, multi-functional programs, demonstrating the ability to manage ambiguity and drive decision-making under pressure.
• Education: BA/BS/Masters in Business, HR, Law, or a related field.

• Deep, demonstrable M&A People/HR domain expertise, including experience in Due Diligence, organizational design, change management, and post-close integration.
• Executive Presence: Proven ability to communicate complex M&A strategies and risks clearly and concisely to executive leadership (VP/SVP level).
• Global Acumen: Experience navigating integrations across EMEA, APAC, or LATAM, with a working knowledge of international labor law, works councils, and cross-border compensation practices.
• Strategic Foresight: Ability to think three steps ahead of the current deal, anticipating regulatory changes, organizational conflicts, and system limitations that will impact future scalability.
• Technology & Systems: Strong understanding of core HRIS platforms (e.g., Workday) and the data migration, security, and integration challenges inherent in M&A.