Responsible for providing strategic leadership for HR due diligence, integration strategy, governance, risk management, and execution across mergers, acquisitions, divestitures, and other HR enterprise transformation initiatives. Partners across HR, Legal, Finance, Payroll, HRIS, field leadership, and integration teams to align priorities, evaluate risks, guide decisions, and deliver a consistent associate experience. Major Tasks, Responsibilities and Key Accountabilities • Leads HR due diligence activities for acquisitions and mergers, by assessing workforce, compensation, benefits, compliance, labor, organizational, and culture-related risks and opportunities. • Develops HR integration strategies that align transaction objectives, business priorities, associate experience, and long-term organizational goals. • Establishes governance structures, decision frameworks, escalation processes, and operating rhythms that promote transparency, accountability, and successful integration outcomes. • Influences leaders across HR, Legal, Finance, Payroll, HRIS, field leadership, and integration teams to align priorities, resolve barriers, and advance critical decisions. • Directs integration planning across HR functions, including compensation, benefits, talent, learning, payroll, compliance, communications, and HR technology workstreams. • Identifies and mitigates transaction and integration risks while recommending actions related to workforce impacts, compliance requirements, organizational design, and associate retention. • Leads change management and associate experience strategies that support engagement, business continuity, cultural alignment, and adoption of new programs, processes, and systems. • Champions responsible AI adoption across HR by identifying use cases, encouraging practical experimentation, building team capability, and improving service delivery. • Evolves HR M&A playbooks, governance models, tools, and frameworks by incorporating lessons learned and scalable practices that support future transactions and enterprise initiatives. • Provides strategic updates, risk assessments, decision support, and executive-ready recommendations to senior leadership throughout the transaction lifecycle. • Performs other duties as assigned. Nature and Scope • Solutions require analysis and investigation. • Achieves planned results by decisions and actions based on professional methods, business principles, and practical experience. May recommend/make decisions regarding new programs/initiatives that have significant impact to the business and carry consequences in unsuccessful endeavors. • Manages a larger team or multiple small teams through direction of subordinate management and/or supervisory staff. Work Environment • Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable. • Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles. • Typically requires overnight travel 20% to 50% of the time. Education and Experience • Typically requires BS/BA in a related discipline. Generally 7+ years of experience in a related field. May require certification. Advanced degree may offset less experience in some disciplines. Preferred Qualifications • Bachelor's degree in Human Resources, Business, Organizational Development, Finance, or a related field, or equivalent experience. • Eight or more years of progressive HR, M&A, integration, transformation, project management, or organizational effectiveness experience. • Demonstrates experience leading complex cross-functional initiatives, influencing senior leaders, and operating in ambiguous transaction environments. • Applies broad knowledge of HR disciplines, including Compensation, Benefits, Payroll, Compliance, Talent Management, Learning, HRIS, and Organizational Effectiveness. • Uses AI, automation, analytics, or digital tools to improve HR processes, decision support, associate experience, and business outcomes.