Director, HR – Mergers, Acquisitions & Divestitures (M&A&D)

onsemi•Scottsdale, AZ

About The Position

The Director, HR Mergers, Acquisitions & Divestitures (M&A&D) leads global HR strategy and execution for mergers, acquisitions, divestitures, joint ventures, carve-outs, and legal entity consolidations. This highly visible leadership role serves as the senior HR leader and primary HR point of contact across the transaction lifecycle, from due diligence through integration, separation, and stabilization. The role represents onsemi with target, acquired, and divested company HR leadership, establishes initial HR relationships, and enables broader functional partnerships as transactions progress. Working through a lean team and flexible cross-functional model, the Director remains accountable for HR execution while mobilizing expertise across Human Resources, Corporate Development, Finance, Legal, IT, Communications, and other functions. The role may also lead or support broader HR transformation initiatives as organizational priorities require. The ideal candidate brings deep M&A&D expertise, executive presence, sound judgment, and strong change leadership, balancing strategic direction with disciplined execution in a complex global organization.

Requirements

15+ years advancing business priorities within complex, matrixed, and multinational organizations.
Demonstrated experience leading complex global transactions, including due diligence, integration, separation, governance, change management, and post-close execution.
Deep knowledge of workforce diligence, integration and separation planning, organizational risk, retention, governance, and value realization.
Proven success leading complex organizational change, aligning leaders, managing employee impacts, and driving adoption across multiple stakeholder groups.
Ability to represent an organization with senior executives and external company leadership, shape decisions, build trust, and translate complexity into clear direction.
Ability to lead through influence and mobilize HR, Legal, Finance, IT, Communications, Corporate Development, and business stakeholders without relying on a large dedicated team.
Strong analytical capability and sound judgment regarding workforce costs, risk, trade-offs, and matters requiring executive review or approval.
Bachelor’s degree in Human Resources, Business, Organizational Development, Finance, or a related field.

Nice To Haves

Experience leading workforce integrations, separations, or legal entity consolidations across North America, Europe, the Middle East and Africa, and Asia-Pacific.
Experience within semiconductor, advanced manufacturing, technology, or another complex multinational industrial environment.
Track record partnering with Corporate Development, Legal, Finance, and executive deal leaders to advance transaction objectives.
Master’s degree in Human Resources, Business, Organizational Psychology, or a related field.
SHRM-SCP, SPHR, PMP, or equivalent certification.

Responsibilities

Lead the HR workstream for global mergers, acquisitions, divestitures, joint ventures, carve-outs, and legal entity consolidations.
Advise executive leadership throughout transactions and translate deal objectives into HR priorities, risks, and execution plans.
Represent onsemi as the primary HR contact for target, acquired, and divested company HR leadership, establishing relationships and facilitating broader functional connections.
Maintain accountability for HR execution through integration, separation, and stabilization, ensuring workstream ownership and transition to functional and business-as-usual ownership.
Develop and execute HR integration and separation strategies aligned with business objectives, deal value, employee experience, and business continuity.
Identify, escalate, and mitigate transaction-related workforce, organizational, retention, compliance, and execution risks; lead resolution and escalation of critical HR transaction issues.
Own and lead HR due diligence, assessing organizational, talent, compensation, benefits, labor, compliance, cultural, and workforce risks and recommending actions to deal leadership.
Direct day-to-day diligence through the HR M&A&D team, maintaining confidentiality and engaging additional HR expertise as needed.
Develop workforce cost, risk, and scenario analyses to inform deal structure, integration planning, retention decisions, and executive decisions.
Translate diligence findings into integration, separation, and change plans with dependencies, decisions, owners, and timelines.
Establish transaction HR governance, workstreams, decision forums, timelines, risk tracking, and executive reporting.
Mobilize appropriate HR and business expertise through a flexible cross-functional operating model and ensure accountability across workstreams.
Coordinate organizational design, workforce transition planning, talent assessment, retention, employee movement, and integration readiness.
Partner with HR Centers of Excellence and HR Business Partners to align functional plans, surface dependencies, and drive execution.
Present recommendations, risks, decisions, and progress updates to executives, deal teams, and integration steering committees.
Establish metrics and KPIs for transaction progress, workforce outcomes, employee experience, and transition to business-as-usual operations.
Lead post-close reviews and continuous improvement of M&A&D playbooks, tools, governance, and execution capabilities.
Own transaction HR change management, including organizational readiness, leadership alignment, employee experience, communications coordination, and adoption of future-state processes and ways of working.
Partner with Communications, business leaders, and HR stakeholders on clear, coordinated, appropriately timed employee communications.
Anticipate employee and leadership impacts, establish feedback mechanisms, and adapt change plans to reduce disruption and maintain business continuity.
Equip leaders to communicate decisions, support employees, and reinforce the future-state organization and culture.
Lead the HR workstream for legal entity consolidations in coordination with Legal, Finance, Payroll, HRIS, Total Rewards, and other HR functions.
Develop integrated legal entity consolidation plans for employee transfers, payroll and benefit changes, employment documentation, data and system dependencies, communications, and regulatory requirements.
Align legal entity activities with corporate timelines, governance, and business continuity requirements.
Coordinate with the VP of Total Rewards and HR leaders on compensation, benefits, equity, retention, job architecture, and workforce integration strategies, addressing transaction requirements, financial implications, risks, and dependencies.
Partner with Talent, HR Operations, HRIS, Payroll, Employment Legal, Communications, and HR Business Partners on coordinated transaction plans.
Ensure significant financial matters and material changes to compensation, benefits, retention, or workforce programs receive appropriate review and approval.
Lead or support broader HR transformation initiatives, applying M&A&D integration, change management, governance, and operating model expertise.
Build repeatable approaches that improve HR scalability, execution discipline, employee experience, and organizational effectiveness.