Position SummaryAscend is seeking a People Operations Integration Manager to lead the People Operations integration of firms joining Ascend through acquisition. The role owns a smooth transition of employees, the alignment of HR policies, and the seamless integration of corporate cultures between each partner firm and Ascend across both pre- and post-merger phases. The Integration Manager will drive workforce planning, employee retention, and the harmonization of benefits, policies, compensation, and HR technology, while leading the change management effort that fosters a unified organizational culture.
The People Operations Integration Manager will report to the Head of People Operations.
Key ResponsibilitiesIntegration Execution- Lead People due diligence, partnering with benefits and legal vendors to identify key risks, issues, and areas for opportunity and mitigation
- Develop the integration project plan, including timeline and deliverable milestones, and manage people integration from LOI signing through three months post-close in Microsoft Planner
- Manage the harmonization of HR policies, practices, compensation, HR technology, and benefits across the partner firm and Ascend
- Gather, organize, and migrate employee data from the acquired firm, ensuring accurate and complete employee information transfer
- Own execution of the Platform Integration Playbook and the Add-On Playbook as part of the TST (Technology Stack Transition) process
Change Management- Lead change management initiatives that ensure smooth transitions, focusing on employee engagement, communication, and reduced disruption throughout integration
- Act as a cultural ambassador, conducting cultural due diligence and leading efforts to integrate and unify organizational cultures
- Serve as the point of contact for employees from the acquired firm, addressing questions and concerns regarding integration, policies, and HR processes
- Track employee sentiment through surveys and feedback tools, escalating concerns to senior HR leadership when necessary
- Organize integration-related events, workshops, and training sessions that foster a smooth cultural transition, including open enrollments, system trainings, and HR Lead trainings
Employee Retention & Engagement- Establish post-acquisition onboarding and engagement programs, partnering with the Employee Experience Manager to integrate new employees
Compliance & Risk Management- Ensure all HR processes during M&A comply with local labor laws, regulatory requirements, and internal policies through structured due diligence analysis
- Identify and mitigate risks associated with HR integration, including legal, compliance, and employee relations challenges
HR Systems Integration- Manage the seamless integration of Workday between the two entities, ensuring proper data migration
- Troubleshoot HR system issues that arise during the transition and coordinate with IT and HRIS teams to ensure smooth adoption of systems by employees from the acquired firm
Collaboration & Cross-Functional Leadership- Partner closely with Finance, Legal, IT, and Operations to ensure smooth HR integration, serving as the HR representative on the M&A integration leadership team for talent and workforce matters
- Lead cross-functional HR workstreams to ensure successful execution of integration plans
- Provide HR leaders with training, coaching, and ongoing support on the people operations integration process to ensure a smooth, compliant integration for add-on acquisitions
Performance Metrics & Reporting- Track and report on HR integration progress against key indicators including retention rates, employee satisfaction, and cultural alignment
- Provide regular updates to senior leadership, identifying risks and proposing mitigation strategies as needed
Qualifications- Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree or HR certification (e.g., SHRM, SPHR) preferred
- Minimum of 4years of HR experience, with at least 3 years managing M&A integrations or large-scale transformations
- Experience in professional services or accounting firms strongly preferred
- Deep knowledge of HR processes and best practices for M&A, including HCM systems, legal and policy integration, and benefits harmonization
- Proven ability to lead large-scale change efforts that foster engagement and minimize disruption
- Strong understanding of labor laws, HR compliance, and risk mitigation, particularly in an M&A context
- Demonstrated ability to collaborate across departments and lead multidisciplinary teams
- Strong analytical and problem-solving skills, with the ability to develop data-driven solutions to integration challenges
- Exceptional communication skills across all levels of the organization, from C-suite executives to front-line employees
- Experience integrating different corporate cultures and building unity across merged teams
- Strong project management skills with the ability to manage multiple projects simultaneously
- Proficiency with Workday, payroll systems, and data migration, plus strong command of HR analytics and reporting tools and a project management platform such as Microsoft Planner or Wrike
