Qualifications
Responsibilities
Benefits
The Merger & Acquisition (M&A) Human ResourcesBusiness Partnerwillserve as a secondary liaison across the talent organization andcorporate developmentteams frominitialdue diligence to coordinating with centers of excellence to ensure a successful due diligence and transition through integration process. The manager will work with theDeputy Chief Talent Officerand the potential merging firm by building relationships,participatingin cross-functional teams, and coaching them on HR matters throughout the transaction process. The manager will work with theDeputy Chief Talent Officerin communicating and managing expectations and deliverables with the deal team, the merging firm, and the talent organization.
The right candidate willpossessaHRBPbackground withdemonstratedexperience managing simultaneous initiativesusing data to drive strongproblem-solvingskills andintegrative thinking. This candidateshould have strongattention to detail, riskmindsetand the ability to adapt to a dynamic environment are essential to succeeding in this role.
Due to the nature of this role and the global impact, the ideal candidate will be able to flex hoursto work during non-standard businesshoursas necessary
Essential duties:
Manage the completion of the HR activities in the due diligence phase
Applies knowledge of RSM firm policies and philosophies, employment law,and gains understanding of merging firm92s policies and philosophies and compliance with them
Reviews data transaction materials andidentifiessimilarities and differences in policies and philosophies
Helpidentifypotential deal breakers with theDeputy Chief Talent OfficerDirector and work with leadership and applicable COE to find creative solutions to resolve differences, whilemaintainingtheobjectiveof consistency with firm policies and practices
Leverageappropriate nationaland regional internal resources during due diligence process
Works toidentifytarget firm employees who should not transition to RSM for reasons of performance and/or role redundancy
Assistin the production of the HR due diligence report
Project manage the multiple work streams in the due diligence process to ensure achievement of deadlines. Create and execute project plans and communicate project status
Relationship management & communication
Builds relationships with internalleadership team,COE teams, and merging firm leadership
Identifyandassistin resolution of conflicts that arise during acquisitionordivestitureactivities
Works with theDeputy Chief Talent Officeras a liaison between deal team, internalCOEsandthe talent organization by ensuring data documentation from merging firm is obtained and available to internal teams for review
Provides pre-deal and post-deal advice acrossa number ofareas within HR
Collaborates withCOEs and leadership teamto providetimelyand effective communication to deal team and talent leaders throughout entire process
Carries best practices and learnings from deal to deal working with differing regional teams
Manage the facilitation oftalentrelatedM&A activities both in duediligence,transition to implementation, and divestitures
Responsible for overall project management of alltalentrelatedM&A activities including transitioning from due diligence to integration. Create and execute project plans and communicate status.
Plans work according to approved milestone dates andassistsin holding team members accountable to thetimelycompletion ofidentifiedmilestone activities
Works across the firm byparticipatingin cross-functional teams, coaching them on HR matters throughout the process
Takes an active role in M&A meetings and calls
Coordinates withDeputy Chief Talent Officerand other stakeholders on deliverables and meeting timelines, such as communication plans, announcement dates, offer letter delivery, celebratory and educational events, etc. for the merging firm employees and leadership
Ensures process standardization and propose automation where possible
Gains understanding of talent processes (performance management, compensation, payroll, benefits, talentacquisition,Learning & Development, etc.) and the interdependencies that exist with other functions (i.e.IT, finance, accounting, marketing, communications, etc.) throughout the firm
Assistsin the development and continuous improvement of the talent process documentation
Other duties as assigned
At RSM, we offer a competitive benefits and compensation package for all our people.We offer flexibility in your schedule, empowering you to balance life92s demands, while also maintaining your ability to serve clients.Learn more about our total rewards at .
At RSM, an employee92s pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range.
Compensation Range: $95,400 - $163,900Individualsselected for this role will be eligible for a discretionary bonus based on firm and individual performance.
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