To lead M&A integration within the HR department. Being the HR workstream representative contributing to the success of integration projects as part of companywide integration project teams.
The role will be embedded with the HR organisation but will be dedicated to integrations and work alongside the M&A Integrations team
Key Responsibilities
- Lead/manage HR integration of new business into FNZ ensuring correct handoffs / interaction with the business
- Create and continuously improve project toolkits and processes for integrations
- Work closely with the Global HR M&A Director and the integrations team to ensure project milestones are met
- Lead HR Workstream Meetings
- Work with HR teams to align comp, bens, T&Cs, visas, systems etc for acquired or lift and shift businesses
- Perform due diligence: Pre-merger & acquisition conduct due diligence gathering all relevant facts and information that can influence the decision to enter into a transaction or not
- Shaping the employee experience strategy and executing an engagement program
- Manage communication strategy for acquired/outsourced business e.g. Town Halls, emails, team meetings, 1to1s
- Work with Skills Integration team and managers to map/align employees to correct teams
- Ensuring that labour and HR risks and obligations are understood and managed globally
- Responsible for the creation and management of HR project plans
- Contact point to acquired/outsourced business, ensure strong relationships are built
- Work with acquired/outsourced business to support employees with change and new culture
- Align acquired/outsourced teams into FNZ organisational structure
- Member of the wider companywide M&A/Integration team
- Coordination and communication of M&A/Integration activity within the global HR team ensuring sharing of best practice
- Coordinate data requests across HR
- Support other HR change projects as required
- Significant HR Project Management experience
- Strong HR M&A experience
- Strong knowledge of employment law and employee relations experience that can be transferred to other jurisdictions
- Ability to write policies and procedures
- Experience of business transformation, restructuring and TUPE programmes
- Proven Organisational Design, including redundancies, TUPE and workforce planning, operating models, driving synergies and value enhancements for integrations
- Writing and reviewing/ensuring quality of reports
- Labour relations e.g. TUPE, restructuring and redundancy, union negotiation strategies
