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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: Flexible working, career progression, and a supportive environment.
- Why this job: Make a real impact in a dynamic role that drives change across the organisation.
- 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 48000 - 72000 £ per year.
Who are we? 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
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
What do we offer in return?
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 and 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 England employer: Howden
Contact Detail:
Howden Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land HR M&A Lead in England
✨Tip Number 1
Network like a pro! Reach out to current or former employees at Howden on LinkedIn. Ask them about their experiences and any tips they might have for the interview process. Personal connections can give you insights that you won't find anywhere else.
✨Tip Number 2
Prepare for the interview by understanding Howden's culture and values. Think about how your own experiences align with their no-limits mindset and commitment to collaboration. Be ready to share specific examples that demonstrate your fit!
✨Tip Number 3
Practice makes perfect! Conduct mock interviews with friends or family, focusing on common HR M&A questions. This will help you articulate your thoughts clearly and confidently when it’s your turn in the hot seat.
✨Tip Number 4
Don’t forget to follow up after your interview! A simple thank-you email expressing your appreciation for the opportunity can leave a lasting impression. Plus, it shows your enthusiasm for the role and the company.
We think you need these skills to ace HR M&A Lead in England
Some tips for your application 🫡
Show Your Passion: When writing your application, let your enthusiasm for the role and our culture shine through. We want to see how your values align with ours at Howden, so don’t hold back on sharing what excites you about this opportunity!
Tailor Your CV: Make sure your CV is tailored specifically for the HR M&A Lead position. Highlight your relevant experience in M&A, TUPE transfers, and any project management skills that match the key responsibilities outlined in the job description.
Be Clear and Concise: Keep your application clear and to the point. Use bullet points where possible to make it easy for us to read through your qualifications and experiences. We appreciate a well-structured application that gets straight to the heart of your capabilities.
Apply Through Our Website: We encourage you to apply directly through our website. This ensures your application reaches us quickly and allows you to easily track your application status. Plus, it’s the best way to show you’re serious about joining our team!
How to prepare for a job interview at Howden
✨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 deal in this role, be prepared to talk about your experience with UK employment law, TUPE regulations, and GDPR. Bring examples of how you've ensured adherence in past roles, as this will demonstrate your capability to manage risks effectively.
✨Cultural Fit is Key
Howden prides itself on its culture, so be ready to discuss how you align with their values. Think about how you've contributed to cultural integration in previous roles and be prepared to share those stories. This will help you connect with the interviewers on a personal level.
✨Prepare for Stakeholder Management Questions
Expect questions about how you've managed relationships with various stakeholders in the past. Have examples ready that highlight your communication skills and ability to drive clear, empathetic messages during transitions. This will show that you can be a trusted adviser to the leadership team.
