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- Tasks: Lead HR M&A activities, ensuring smooth transitions and employee engagement during mergers and acquisitions.
- Company: Isio is a dynamic consultancy born from KPMG's Pension Practice, focused on innovation and financial confidence.
- Benefits: Enjoy hybrid work options, significant development opportunities, and a supportive, inclusive workplace culture.
- Why this job: Join a forward-thinking team that values creativity and offers diverse experiences in a fast-paced environment.
- Qualifications: Degree in HR or related field; CIPD Level 7 preferred; experience in M&A and UK employment law required.
- Other info: Flexible working arrangements available to promote a healthy work-life balance.
The predicted salary is between 48000 - 72000 £ per year.
We\’re growing and want you to be a part of our journey.
HR Manager – M&A Lead
As HR Manager you will manage HR M&A (Mergers & Acquisitions) activity in the business. You will act as a key strategic partner to the business, managing the people workstream across mergers, acquisitions, divestitures, and strategic partnerships. You will help drive the people strategy for Isio\’s transactions, ensuring alignment with business objectives, cultural integration, and legal / regulatory compliance (including TUPE). This role is critical in mitigating HR risks, harmonising workforce strategies, and fostering employee engagement during transactions.
Operating in a matrixed professional services environment, you will collaborate closely with Risk & Legal, Finance, IT, and Corporate Development teams to ensure people, culture, and employee experience are fully considered and effectively managed throughout the deal lifecycle.
In additional to M&A activity, there will be an element of Employee Relations and HR Process work that will require your management in in collaboration with the HR Policy, Employment, and HR Services team.
This role will ideally be based in Edinburgh, Glasgow or Belfast city centre offices with a hybrid workstyle.
Role and Responsibilities
Pre-Deal (Due Diligence and Structuring)
- Manage HR due diligence for transactions, identifying people-related risks and opportunities.
- Analyse employment terms, organisational structures, compensation, pensions, and legal risks.
- Deliver structured HR Due Diligence reports with risk assessments and recommendations.
- Collaborate with legal counsel to assess TUPE applicability and obligations.
- Provide HR input into deal terms, indemnities, and transition service agreements (TSAs).
Deal Execution and TUPE
- Lead all HR aspects of Day 1 planning and execution.
- Manage the full TUPE lifecycle, including consultations and post-transfer measures.
- Draft employee communications and engage with employee representatives as needed.
Post-Deal Integration / Separation
- Define and implement people integration or separation plans aligned with business goals.
- Work with key stakeholders and HR colleagues to manage organisation design and harmonisation of employment terms and policies.
- Partner with Reward and Payroll teams to ensure systems readiness and data accuracy.
Change Management
- Support onboarding and cultural integration of acquired teams.
- Identify retention risks and early engagement opportunities.
- Collaborate with Communications to deliver effective change messaging.
Strategic and Operational Partnership
- Act as a trusted advisor to senior stakeholders on people-related M&A risks and readiness.
- Build HR playbooks and frameworks for repeatable M&A execution.
- Monitor and report on HR milestones, risks, and post-deal performance metrics.
Employee Relations and BAU Support
- Manage employee relations (ER) cases in collaboration with the HR Policy, Employment, and HR Services team.
- Support HR processes and general business-as-usual (BAU) activity during quieter periods between deals.
- Ensure consistent application of HR policies and procedures across the business.
Key Skills & Experience
Education
- Degree in Human Resources, Business, Law, or a related field.
- CIPD Level 7 or equivalent (highly desirable).
Experience
- Proven experience in HR generalist or business partner roles, including:
- Employment Law, M&A, Restructuring, or HR Transformation.
- Leading HR workstreams in UK-based M&A activity.
- Managing inbound and outbound TUPE transfers.
Technical and Analytical
- Strong knowledge of UK employment law and TUPE regulations.
- Advanced data analysis and reporting skills.
- Skilled in HR due diligence reporting and people risk assessment.
- High discretion and integrity when handling sensitive data.
Project and Stakeholder Management
- Highly organised with strong project management capabilities.
- Able to manage multiple concurrent projects.
- Exceptional stakeholder engagement and influencing skills at senior levels.
What we offer you
Isio is a people business, and we\’re committed to helping our great colleagues gain a wide variety of experience, significant development opportunities and progression through the business . The variety of work that\’ll be available to you will enable you to do this.
You can find out more about Isio and the benefits we offer here Isio – Careers & Benefits .
About Isio
Isio was \’born\’ in 2020 from the sale of KPMG UK\’s Pension Practice to a private equity firm. An industry-leading challenger, we provide diverse expertise spanning Pensions, Investment, Benefits and Wealth to give clients an integrated experience.
Isio is built by challengers, innovators and forward-thinkers, grounded around a vision which strives to deliver greater financial confidence for everyone. We empower and develop those who join us – valuing curious minds and giving people the freedom to outperform. Known and respected for our agility, we harness specialist experience, bold thinking and the desire to push the boundaries of what we can achieve for our clients, from small to blue chip, public to private.
At Isio, we are committed to fostering an inclusive, equitable and diverse workplace, in which our colleagues feel they belong, regardless of background or difference. We uphold the values of respect, fairness, and inclusion in our actions and decisions. We believe that by adhering to these principles, we will create a stronger, more innovative, and supportive environment for all, as well as ensuring that the advice and support we provide to our clients is more creative, more insightful and leaves a lasting impact.
We have offices across the UK and many of our roles offer a hybrid, flexible approach to work to help create a work-life balance that works for you. Isio Group is an equal opportunities employer and we welcome applications from all suitably qualified candidates.
If you think you may require a reasonable adjustment to be made for any reason at any stage of your recruitment process, please email hrrecruitment@ISIO.com
Department Corporate Locations Belfast , Edinburgh , Glasgow Remote status Hybrid Employment type Full-time
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HR Manager - M&A Lead | Belfast, UK employer: Isio
Contact Detail:
Isio Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land HR Manager - M&A Lead | Belfast, UK
✨Tip Number 1
Familiarise yourself with the M&A landscape in the UK, particularly focusing on recent trends and case studies. This knowledge will not only help you understand the role better but also allow you to engage in meaningful conversations during interviews.
✨Tip Number 2
Network with professionals in the HR and M&A sectors. Attend industry events or webinars where you can meet people who work in similar roles. Building these connections can provide valuable insights and potentially lead to referrals.
✨Tip Number 3
Brush up on your knowledge of TUPE regulations and employment law. Being well-versed in these areas will demonstrate your expertise and readiness to handle the complexities of HR during mergers and acquisitions.
✨Tip Number 4
Prepare to discuss your experience with stakeholder management and project execution. Think of specific examples where you've successfully navigated complex HR challenges, as this will showcase your ability to thrive in a matrixed environment.
We think you need these skills to ace HR Manager - M&A Lead | Belfast, UK
Some tips for your application 🫡
Tailor Your CV: Make sure your CV highlights relevant experience in HR, particularly in M&A, TUPE transfers, and employee relations. Use specific examples that demonstrate your ability to manage HR risks and foster employee engagement.
Craft a Compelling Cover Letter: In your cover letter, express your enthusiasm for the role and the company. Discuss how your skills align with the responsibilities outlined in the job description, particularly your experience in managing HR due diligence and integration.
Highlight Relevant Skills: Emphasise your knowledge of UK employment law and TUPE regulations, as well as your project management capabilities. Mention any experience you have in professional services or consultancy environments, as this is preferred.
Showcase Your Strategic Thinking: Demonstrate your ability to act as a strategic partner by providing examples of how you've successfully collaborated with senior stakeholders in previous roles. Highlight your experience in building HR frameworks for M&A execution.
How to prepare for a job interview at Isio
✨Understand M&A Fundamentals
Make sure you have a solid grasp of mergers and acquisitions, especially in relation to HR. Familiarise yourself with TUPE regulations and how they impact employee transfers, as this will be crucial in your role.
✨Showcase Your Analytical Skills
Be prepared to discuss your experience with data analysis and reporting. Highlight specific examples where you've successfully identified people-related risks or opportunities during M&A activities.
✨Demonstrate Stakeholder Engagement
Since this role involves collaboration with various teams, be ready to share instances where you've effectively engaged with senior stakeholders. Emphasise your influencing skills and how you've navigated complex organisational structures.
✨Prepare for Change Management Scenarios
Expect questions about your approach to change management, particularly in the context of cultural integration post-M&A. Think of examples where you've successfully managed transitions and retained talent during such changes.
