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- Tasks: Lead HR strategy throughout the M&A lifecycle, ensuring smooth transitions and cultural alignment.
- Company: Global financial services leader with a focus on innovation and collaboration.
- Benefits: Competitive salary, comprehensive benefits, and opportunities for professional growth.
- Why this job: Make a significant impact in shaping people strategies during complex M&A transactions.
- Qualifications: Proven experience in HR M&A, TUPE transfers, and project management.
- Other info: Join a dynamic team with excellent career advancement opportunities.
The predicted salary is between 48000 - 72000 £ per year.
A leading global financial services organisation are looking for an experienced HR M&A Lead to join their business, driving the people strategy across the full M&A lifecycle. This will focus on target assessment and due diligence through to post-deal integration. This is an integral role enabling smooth transitions, compliance, and cultural alignment during complex transactions.
Key responsibilities will include:
- Governance: establishing HR M&A governance, cadence, and decision rights; maintaining playbooks, templates, and controls; developing people-related risk registers and mitigation plans; overseeing compliance (GDPR, employment law, TUPE); building and maintaining integration roadmaps, benefits harmonisation/alignment strategy, and culture alignment plan.
- Pre-Deal & Due Diligence: leading HR due diligence (data room requests, Q&A), covering org structures, compensation and benefits, employment policies, talent assessment, HR systems and payroll; quantifying people-related liabilities.
- Day 1 Readiness: defining Day 1 operating model; preparing leadership comms packs; coordinating retention and incentive plans; designing and executing change impact assessments.
- Post-Deal Integration: leading org design and workforce planning; leading consultation processes; harmonising reward and benefits; implementing culture integration.
- Stakeholder Management & Communications: acting as trusted adviser to Leadership team; overseeing statutory and TUPE consultations; driving clear employee communications.
- Compliance & Risk: ensuring adherence to UK employment law, TUPE Regulations, collective consultation requirements, and GDPR; overseeing HR controls.
As HR M&A Lead, you will possess:
- proven track record leading HR workstreams in M&A and integrations;
- strong experience with TUPE transfers;
- experience in reward harmonisation, benefits transition, and HRIS/payroll integrations;
- project/PMO discipline.
Please do apply if this sounds like you.
HR M&A Lead in City of London employer: Frazer Jones
Contact Detail:
Frazer Jones Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land HR M&A Lead in City of London
✨Tip Number 1
Network like a pro! Reach out to your connections in the HR and M&A space. Attend industry events or webinars where you can meet potential employers and showcase your expertise. Remember, it’s all about who you know!
✨Tip Number 2
Prepare for interviews by brushing up on your knowledge of M&A processes and HR compliance. Be ready to discuss real-life scenarios where you've successfully managed transitions or integrations. We want to see your experience shine!
✨Tip Number 3
Don’t just apply through job boards; head over to our website and submit your application directly. This shows initiative and gives you a better chance of standing out in the crowd. Plus, we love seeing candidates who take that extra step!
✨Tip Number 4
Follow up after interviews with a thank-you note. It’s a simple gesture that keeps you top of mind and shows your enthusiasm for the role. Let’s make sure they remember you for all the right reasons!
We think you need these skills to ace HR M&A Lead in City of London
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the HR M&A Lead role. Highlight your experience with M&A processes, TUPE transfers, and any relevant project management skills. We want to see how your background aligns with the key responsibilities outlined in the job description.
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're the perfect fit for this role. Share specific examples of your past experiences that relate to the responsibilities of the HR M&A Lead position. We love a good story!
Showcase Your Compliance Knowledge: Since compliance is a big part of this role, make sure to mention your understanding of UK employment law, GDPR, and TUPE regulations. We want to know you can navigate these complexities with ease, so don’t hold back on your expertise!
Apply Through Our Website: We encourage you to apply through our website for a smoother application process. It helps us keep everything organised and ensures your application gets the attention it deserves. Plus, it’s super easy!
How to prepare for a job interview at Frazer Jones
✨Know Your M&A Stuff
Make sure you brush up on your M&A knowledge, especially around HR processes. Understand the full lifecycle from due diligence to post-deal integration. Being able to discuss specific examples of how you've navigated these stages will show you're the right fit for the role.
✨Showcase Your Compliance Savvy
Since compliance is a big part of this role, be prepared to talk about your experience with UK employment law, TUPE regulations, and GDPR. Have examples ready that demonstrate how you've ensured adherence in past roles, as this will highlight your attention to detail and risk management skills.
✨Prepare for Stakeholder Scenarios
Think about how you would handle various stakeholder situations. Prepare to discuss how you've acted as a trusted adviser in previous roles, particularly during complex transitions. This will help you illustrate your communication skills and ability to manage relationships effectively.
✨Cultural Integration Insights
Cultural alignment is key in M&A, so come armed with insights on how you've successfully integrated different workplace cultures. Be ready to share strategies you've used to harmonise benefits and rewards, as well as how you've approached change impact assessments in the past.
