HR Business Project Manager – M&A Integration

This is a remote position.

Role: HR Business Project Manager – M&A Integration

Location: Remote
Duration: 6+ Months Contract

A Human Resources Business Project Manager with M&A experience is essentially the person who ensures that the people, culture, and HR infrastructure come together smoothly during an acquisition—while minimizing disruption, retaining talent, and aligning policies and systems.

On paper, they sit at the intersection of HR strategy, program management, and change leadership.

Title

HR Business Project Manager – M&A Integration
(or)
Human Resources Program Manager (Mergers & Acquisitions)
(or)
People & Culture Integration Project Manager

Professional Summary

Strategic HR Business Project Manager with experience leading HR workstreams in mergers and acquisitions, including due diligence, integration planning, and post-close execution. Proven ability to align people strategies, organizational structures, compensation, benefits, and HR systems across acquired entities. Strong focus on change management, employee experience, and talent retention during periods of transformation.

Core Competencies

·        HR M&A Due Diligence & Integration

·        Organizational Design & Workforce Planning

·        Compensation, Benefits & Total Rewards Alignment

·        HRIS Implementation & Integration (Workday, ADP, etc.)

·        Talent Retention & Change Management

·        Employee Experience & Culture Integration

·        Policy Harmonization & Compliance

·        HR Operations & Shared Services

·        Stakeholder & Executive Communication

Key Responsibilities

M&A / Integration Focus

·        Lead HR due diligence efforts, assessing organizational structure, talent risks, compensation, benefits, and liabilities.

·        Develop and execute HR integration plans (Day 1 readiness, Day 100 roadmap).

·        Align and integrate HR systems (HRIS), payroll, benefits, and policies.

·        Identify and mitigate employee retention risks, especially for key talent.

·        Support leadership in defining target operating models and org structures.

Talent & Organizational Strategy

·        Drive organizational design and workforce alignment post-acquisition.

·        Partner with leadership to assess talent gaps and succession planning.

·        Lead initiatives around employee engagement, culture alignment, and communication strategy.

·        Implement retention programs (bonuses, incentives, career pathing).

Compensation, Benefits & Compliance

·        Harmonize compensation structures, job leveling, and incentive plans.

·        Evaluate and align benefits programs across entities.

·        Ensure compliance with employment laws, labor regulations, and company policies.

·        Manage risk related to employment contracts, redundancies, and restructuring.

HR Operations & Systems

·        Oversee integration of HRIS systems (Workday, SAP SuccessFactors, ADP).

·        Standardize onboarding, offboarding, payroll, and performance management processes.

·        Drive automation and efficiency across HR operations.

Project / Program Leadership

·        Manage full lifecycle of HR integration projects (timeline, budget, risks).

·        Coordinate across HR, Legal, Finance, IT, and business leadership.

·        Provide regular updates to executive stakeholders on integration progress.

·        Track and report on KPIs (retention, engagement, cost synergies).

Typical Experience

·        5–10+ years in HR, HR Operations, or HR Project/Program Management.

·        Direct experience supporting M&A transactions (due diligence + integration).

·        Background in industries like corporate, healthcare, financial services, tech, or professional services.

·        Experience working in fast-paced, high-change environments.

Tools & Technologies

·        HRIS: Workday, SAP Success Factors, ADP

·        Project Tools: Smart sheet, Jira, MS Project

·        Analytics: Power BI, Excel

·        Collaboration: Teams, SharePoint

·        Survey Tools: Qualtrics, Glint

What Makes Them Strong

·        Balances people-first thinking with business objectives

·        Deep understanding of HR processes + legal/compliance considerations

·        Skilled in change management and sensitive communications

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