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Director- Human Resources Lead, M&A

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Cencora

1mo ago

  • Job
    Full-time
    Expert Level
  • Consulting
    People, HR & Administration
  • Conshohocken

AI generated summary

  • You need a relevant Bachelor's degree, 10+ years in HR leadership with M&A focus, knowledge of M&A processes, and strong communication and stakeholder management skills.
  • You will conduct HR due diligence, develop integration strategies, assess talent, drive change management, and ensure compliance throughout M&A transactions.

Requirements

  • Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
  • 10+ Extensive experience in HR leadership roles, with a focus on M&A, organizational development, or change management.
  • Strong knowledge of M&A processes, due diligence, integration planning, and organizational design.
  • Excellent communication, negotiation, and stakeholder management skills.
  • Ability to navigate complex organizational structures, cultural dynamics, and business environments in M&A contexts.

Responsibilities

  • Conduct thorough HR due diligence to assess risks, opportunities, and cultural fit in potential M&A transactions.
  • Evaluate HR policies, practices, compensation, benefits, and workforce dynamics of target companies.
  • Develop and execute HR integration strategies and plans to facilitate a smooth transition post-merger or acquisition.
  • Collaborate with cross-functional teams to align HR integration with overall business objectives and timelines.
  • Lead organizational design efforts to optimize structure, roles, and responsibilities post-transaction.
  • Ensure alignment of organizational design with strategic goals, culture, and operational efficiency.
  • Engage with acquired business leaders to gain deep understanding of the company, team members, and culture and creating summaries of learnings for COR leadership.
  • Assess talent capabilities, skills, and fit within the integrated organization.
  • Develop talent retention and transition plans to retain key talent and address workforce changes.
  • Implement change management strategies to guide employees through organizational changes and cultural integration.
  • Communicate effectively with employees to address concerns, foster engagement, and drive alignment with new initiatives.
  • Utilize HR PMO methodology, framework and governance structure and document the plans, timelines, RACI, RAID.
  • Enhance employee experience during the M&A process through effective communication, support, and resources.
  • Implement initiatives to promote employee engagement, retention, and alignment with the new organizational culture.
  • Manage and drive to close the HR-related Transition Service Agreements (TSAs) as necessary.
  • Ensure compliance with labor laws, regulations, and HR best practices in M&A transactions.
  • Collaborate with legal and compliance teams to address HR-related risks and mitigate legal liabilities.

FAQs

What is the primary responsibility of the Director- Human Resources Lead, M&A?

The primary responsibility is to shape the human resources landscape of mergers, acquisitions, divestitures, and corporate transactions, acting as the key HR point of contact for M&A initiatives.

Who does the Director of HR M&A report to?

The Director of HR M&A reports to the Sr. Director of Global HR M&A.

What are some key tasks involved in HR Due Diligence?

Key tasks include conducting thorough HR due diligence to assess risks, opportunities, and cultural fit in potential M&A transactions, as well as evaluating HR policies, practices, compensation, benefits, and workforce dynamics of target companies.

What is involved in Integration Planning for this role?

Integration Planning involves developing and executing HR integration strategies and plans to facilitate a smooth transition post-merger or acquisition, and collaborating with cross-functional teams to align HR integration with overall business objectives and timelines.

How does the role address Talent Assessment and Transition?

The role involves engaging with acquired business leaders to understand the company, assessing talent capabilities and fit within the integrated organization, and developing talent retention and transition plans.

What is the focus of Change Management in this position?

Change Management focuses on implementing strategies to guide employees through organizational changes, ensuring effective communication, fostering engagement, and driving alignment with new initiatives.

How does the role enhance Employee Experience and Engagement during M&A?

The role enhances employee experience through effective communication, support, and resources, implementing initiatives to promote engagement, retention, and alignment with the new organizational culture.

What legal considerations must be managed in this role?

The role requires managing HR-related Transition Service Agreements (TSAs), ensuring compliance with labor laws and regulations, and collaborating with legal teams to mitigate HR-related risks.

What qualifications are required for this role?

A Bachelor’s degree in Human Resources, Business Administration, or a related field is required, with a preferred Master’s degree. Additionally, candidates should have 10+ years of extensive experience in HR leadership roles focused on M&A, organizational development, or change management.

What compensation can be expected for this position?

The salary range for this position is between $121,000 and $186,230, reflecting a national average that may vary based on locale.

Is Cencora an equal opportunity employer?

Yes, Cencora is committed to providing equal employment opportunity without regard to various protected characteristics, and takes a strong stance against harassment in the workplace.

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Cencora

Science & Healthcare
Industry
10,001+
Employees

Mission & Purpose

Cencora, a company building on the legacy of AmerisourceBergen, is a leading global pharmaceutical solutions organization centered on improving the lives of people and animals around the world. We connect manufacturers, providers, and patients to ensure that anyone can get the therapies they need, where and when they need them. We also help our partners bring their innovations to patients more efficiently to accelerate positive outcomes. Becoming Cencora has allowed us to combine all the companies and services of AmerisourceBergen. Now, as a unified and internationally inclusive brand, we’re continuing to invest in and focus on our core pharmaceutical distribution business, while also growing our platform of pharma and biopharma services to support pharmaceutical innovation and access. Our 46,000+ worldwide team members are shaping the future of healthcare through the power of our purpose: We are united in our responsibility to create healthier futures.