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- Tasks: Lead HR strategy for M&A, ensuring smooth transitions and cultural alignment.
- Company: Join Howden, a global insurance group with a unique employee-owned culture.
- Benefits: Enjoy flexible working, career progression, and a supportive environment.
- Why this job: Make a real impact in a pivotal role during exciting M&A transactions.
- Qualifications: Experience in HR M&A, TUPE transfers, and project management required.
- Other info: Diverse team with a commitment to positive change and reasonable adjustments.
The predicted salary is between 43200 - 72000 £ per year.
Howden is a global insurance group with employee ownership at its heart. Together, we have pushed the boundaries of insurance. We are united by a shared passion and no-limits mindset, and our strength lies in our ability to collaborate as a powerful international team comprised of 23,000 employees spanning over 56 countries. People join Howden for many different reasons, but they stay for the same one: our culture. It’s what sets us apart, and the reason our employees have been turning down headhunters for years. Whatever your priorities – work/life balance, career progression, sustainability, volunteering – you’ll find like-minded people driving change at Howden.
We’re looking for an experienced HR M&A Lead to drive the people strategy across the full M&A lifecycle—from target assessment and due diligence through Day 1 readiness and post-deal integration. This is a pivotal role ensuring smooth transitions, compliance, and cultural alignment during complex transactions.
Key Responsibilities
- 1) Governance
- Establish HR M&A governance, cadence, and decision rights; maintain playbooks, templates, and controls.
- Develop people-related risk registers and mitigation plans; oversee compliance (GDPR, employment law, TUPE).
- Build and maintain integration roadmap, benefits harmonisation/alignment strategy, and culture alignment plan.
- 2) Pre-Deal & Due Diligence
- Lead HR due diligence (data room requests, Q&A), covering:
- Org structures, headcount, contractual terms
- Compensation/benefits, pensions, bonus plans, share schemes.
- Employment policies, TUPE exposure, litigation, grievances.
- Talent assessment: critical roles, retention risks, leadership bench.
- HR systems, payroll, and data privacy posture.
- Quantify people-related liabilities.
- Define Day 1 operating model: org charts, reporting lines, contracts/offer letters, payroll readiness, benefits continuity.
- Prepare leadership comms packs, FAQs, and line manager guidance (including sensitive change messaging).
- Coordinate retention and incentive plans for critical talent.
- Design and execute change impact assessments and readiness checks.
- Lead org design and workforce planning.
- Lead any associated consultation process including TUPE appropriately and legally.
- Harmonise/align reward & benefits, policies, and policies; align HRIS/payroll and data models.
- Implement culture integration: values alignment, leadership behaviours, employee listening, and pulse surveys.
- Act as trusted adviser to Leadership team; manage relationships with Legal, Finance, IT, Operations and Vendors.
- Oversee statutory and TUPE consultations.
- Drive clear, timely and empathetic employee communications that protect retention and employer brand.
- Ensure adherence to UK employment law, TUPE Regulations, collective consultation requirements, and GDPR.
- Oversee HR controls: payroll accuracy, contract issuance, right-to-work checks, data security in data rooms.
Required Experience & Qualifications
- Proven track record leading HR workstreams in M&A, integrations.
- Strong experience with TUPE transfers.
- Experience in reward harmonisation, benefits transition, and HRIS/payroll integration.
- Project/PMO discipline: milestones, RAID logs, dependency management.
- CIPD qualified (Level 5/7 preferred) or equivalent HR qualification.
- Familiarity with Workday.
A career that you define. At Howden, we value diversity – there is no one Howden type. Instead, we’re looking for individuals who share the same values as us:
- Our successes have all come from someone brave enough to try something new.
- We support each other in the small everyday moments and the bigger challenges.
- We are determined to make a positive difference at work and beyond.
Reasonable adjustments
We’re committed to providing reasonable accommodations at Howden to ensure that our positions align well with your needs. Besides the usual adjustments such as software, IT, and office setups, we can also accommodate other changes such as flexible hours or hybrid working. If you’re excited by this role but have some doubts about whether it’s the right fit for you, send us your application – if your profile fits the role’s criteria, we will be in touch to assist in helping to get you set up with any reasonable adjustments you may require.
Permanent
HR M&A Lead in London employer: Howden Group
Contact Detail:
Howden Group Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land HR M&A Lead in London
✨Tip Number 1
Network like a pro! Reach out to your connections in the industry, especially those who work at Howden or have experience in M&A. A friendly chat can open doors and give you insider info that could set you apart.
✨Tip Number 2
Prepare for the interview by diving deep into Howden's culture and values. Show us how your experience aligns with our no-limits mindset and collaborative spirit. We love candidates who can demonstrate their passion for driving change!
✨Tip Number 3
Practice your storytelling skills! Be ready to share specific examples of your past M&A experiences, especially around HR governance and compliance. We want to hear how you've tackled challenges and made a positive impact.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, it shows us you’re genuinely interested in joining our team at Howden.
We think you need these skills to ace HR M&A Lead in London
Some tips for your application 🫡
Tailor Your CV: Make sure your CV reflects the skills and experiences that align with the HR M&A Lead role. Highlight your experience in M&A, TUPE transfers, and any relevant project management skills. We want to see how you can bring value to our team!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to tell us why you're passionate about this role and how your values align with Howden's culture. Be genuine and let your personality come through – we love that!
Showcase Your Achievements: When detailing your experience, focus on specific achievements rather than just responsibilities. Use metrics where possible to demonstrate your impact in previous roles. We’re all about results, so show us what you’ve accomplished!
Apply Through Our Website: We encourage you to apply directly through our website for the best chance of getting noticed. It’s super easy, and you’ll be able to keep track of your application status. Plus, we love seeing applications come through our own channels!
How to prepare for a job interview at Howden Group
✨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 handled these stages will show you're the right fit for the role.
✨Showcase Your People Skills
As an HR M&A Lead, you'll be working with various stakeholders. Prepare to share examples of how you've managed relationships and communicated effectively during transitions. Highlighting your ability to drive clear and empathetic communications can set you apart.
✨Be Ready for Compliance Questions
Given the importance of compliance in this role, be prepared to discuss your experience with UK employment law, TUPE regulations, and GDPR. Have specific instances ready where you ensured adherence to these laws during M&A activities.
✨Cultural Fit is Key
Howden values a strong culture, so be ready to discuss how you've aligned company cultures during integrations. Share your thoughts on fostering a positive work environment and how you’ve contributed to cultural alignment in past roles.
