HR M&A Lead in London

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.
• 3) Day 1 Readiness
  • 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.
• 4) Post-Deal Integration
  • 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.
• 5) Stakeholder Management & Communications
  • 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.
• 6) Compliance & Risk
  • 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