Job Details The Senior Director, HR M&A will act as the key HR point contact for M&A projects in collaboration with HRBPs, HR COEs and cross functional integrations leads on activities related to due diligence, strategy development, planning of HR sign-to-close and integration activities, and integration execution through Year 1. This role leads HR due diligence and integration efforts from pre-deal evaluation through post-close execution, identifying people-related risks and opportunities while partnering with Corporate Development, the Integration Management Office (IMO), executive leadership, HR Centers of Excellence, HR Business Partners, and business leaders to deliver business objectives, workforce priorities, and value realization goals.
The Senior Director partners with key stakeholders to design and implement workforce, talent, and organization solutions that accelerate integration, strengthen organizational performance, enable business strategy execution, and support the successful achievement of transaction objectives through Year 1 and beyond.
Location: This U.S.-based position may be performed remotely or in a hybrid work arrangement, depending on location. Quarterly travel to our Conshohocken, PA office is required.
ResponsibilitiesHR Due Diligence- Lead and coordinate end-to-end HR due diligence activities to identify workforce, organizational, leadership, cultural, and operational risks and opportunities associated with mergers, acquisitions, divestitures, and other strategic transactions.
- Evaluate retention risks, compensation and benefits programs, HR operations, employee relations, and culture aspects.
- Develop and manage HR M&A diligence workplans, including governance requirements, risk assessments, decision milestones, deliverables, executive updates, and decision-support materials throughout the transaction lifecycle.
- Provide strategic counsel to executive leadership on workforce-related risks, talent retention strategies, and integration readiness to enable informed decision-making and successful transaction outcomes.
Integration Planning & Workforce Readiness- Lead the development and execution of HR integration strategies, workforce transition plans, and talent initiatives that support Day 1 readiness, business continuity, and value realization objectives.
- Partner with business leaders, HR stakeholders, and cross-functional integration teams to align workforce, talent, organizational, and change priorities with transaction goals, operating model decisions, and integration milestones.
- Facilitate integration planning and workforce readiness sessions to identify critical dependencies, talent considerations, organizational impacts, key decisions, risks, and mitigation plans.
- Assess organizational, leadership, talent, workforce, process, and change readiness to support successful implementation and adoption of future-state operating models.
- Establish and monitor workforce readiness measures, integration milestones, talent outcomes, and people-related risks to ensure successful execution throughout the sign-to-close and post-close integration lifecycle.
- Drive alignment of talent, organizational design, workforce planning, and employee experience initiatives to support integration objectives, accelerate value capture, and enable long-term business success.
Workforce Structure - Partner with business leaders, HR Business Partners, and key stakeholders to develop future-state structures that align talent, capabilities, decision-making, and resources with strategic business objectives and transaction goals.
- Partner with the HR Business Partners to identify organization design activities, including role clarity, accountability frameworks, spans and layers analysis, governance considerations, and operating model alignment to support business performance, scalability, and long-term growth.
- Collaborate with key stakeholders to implement organization design, workforce strategy, talent, and change initiatives that enhance employee experience, strengthen organizational health, and enable successful business transformation.
Compliance and Legal Considerations- Partner with Legal and business stakeholders to identify, assess, and mitigate workforce-related regulatory, employment, labor, and governance risks throughout the transaction lifecycle.
- Lead HR-related transaction activities requiring legal and compliance oversight, including transition services agreements, employee transfers, workforce matters, and contractual obligations, ensuring timely execution and risk mitigation.
- Provide strategic guidance on labor and employment compliance, HR governance, and people-related liabilities to support informed decision-making, protect enterprise interests, and enable successful transaction outcomes.
Education and Experience - Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, Industrial/Organizational Psychology, or related field required.
- Master's degree, MBA, or advanced degree in Organizational Development, Business, Human Resources, or related discipline preferred.
- 10+ years of experience in Global M&A transactions, HR, Strategy or consulting.
- Deep expertise leading HR due diligence, integration planning, and workforce transition activities, to support successful transaction outcomes.
- Demonstrated experience leading and supporting complex organizational initiatives, translating business objectives into actionable people, workforce, and organizational strategies across HR, business partnering, centers of excellence, strategy, consulting, or transformation environments.
- Proven ability to partner with senior leaders and influence stakeholders to drive strategic business, talent, and organizational outcomes.
- Strong analytical and business acumen with experience leveraging data and insights to inform workforce, organizational, and talent decisions.
- Experience working across HR, strategy, consulting, organizational effectiveness, transformation, business operations, or related functions.
- Experience utilizing workforce analytics, data-driven insights, and emerging technologies to support strategic decision-making and organizational performance.
What Cencora offersWe provide compensation, benefits, and resources that enable a highly inclusive culture and support our team members' ability to live with purpose every day. In addition to traditional offerings like medical, dental, and vision care, we also provide a comprehensive suite of benefits that focus on the physical, emotional, financial, and social aspects of wellness. This encompasses support for working families, which may include backup dependent care, adoption assistance, infertility coverage, family building support, behavioral health solutions, paid parental leave, and paid caregiver leave. To encourage your personal growth, we also offer a variety of training programs, professional development resources, and opportunities to participate in mentorship programs, employee resource groups, volunteer activities, and much more. For details, visit https://www.virtualfairhub.com/cencora
Full time
Salary Range*$150,000 - 235,070
*This Salary Range reflects a National Average for this job. The actual range may vary based on your locale. Ranges in Colorado/California/Washington/New York/Hawaii/Vermont/Minnesota/Massachusetts/Illinois State-specific locations may be up to 10% lower than the minimum salary range, and 12% higher than the maximum salary range.
Affiliated Companies:Affiliated Companies: AmerisourceBergen Services Corporation
