Director, HR Mergers & Acquisitions

Sutter Health•Sacramento, CA

About The Position

Provides strategic direction, expert knowledge, and broad-based human resources leadership and execution of large-scale, complex mergers/acquisitions, transformation, integrations, and reorganizations. Provides cross-functional leadership across human resources and key stakeholders, engaging with strong collaboration to drive alignment, accountability and measurable business and people outcomes. Responsible for overseeing end-to-end due diligence, integration initiatives, and large-scale transformation initiatives - ensuring operational integration and alignment, while focusing on talent, engagement, organization, culture integration, and value-realization strategies and plans. Drives change management initiatives, supports leadership through transitions, and establishes consistent, scalable programs, policies, playbooks, operating mechanisms, and practices to enable long-term organization effectiveness and growth. Leverages external best practices to bring a continuous improvement approach to integrations and reorganizations. Partners with executive leadership to align people strategies with business objectives, build a positive employee experience, ensure compliance with regulations, and minimize disruption during periods of change. This role has significant leadership impact and influences at all levels across the system – including in the divisions, functions, service lines, and acute / ambulatory settings.

Requirements

Bachelor's: Human Resources, Business Administration, Industrial Relations or related field
12 years recent relevant experience, including experience in restructuring, mergers/acquisitions, transformation, organization redesign.
Experience advising executive leadership and driving enterprise-wide strategies.
Experience leading cross-functional teams in highly-complex matrixed environment
Experience managing multiple highly complex, visible projects concurrently.
Experience collaborating with legal, finance, information services, and operations on enterprise initiatives
Experience managing large-scale projects and programs
Expertise in talent management, succession / workforce planning, culture integration, and retention strategies.
Expertise in change management and stakeholder engagement
Executive-level strategic thinking, business acumen, and HR leadership.
Ability to influence senior leaders and drive enterprise initiatives
Due diligence, integration planning, and restructuring expertise
Project and program management expertise
Strong people leadership capabilities – ability to foster highly engaged and high-performing teams
Exceptional executive communication, judgment, and decision-making skills
Strong operational rigor and executional excellence
Ability to analyze data, track KPIs, and demonstrate measurable outcomes

Responsibilities

Mergers, Acquisitions and Transformation - Strategy & Execution Accountable for shaping and executing HR strategy, planning, and execution of large - scale integrations, reorganizations, and merger/acquisitions.
Provides strategic HR leadership across key system transformation initiatives, ensuring business continuity of operations and a seamless, high-quality employee experience.
Works closely with executive leadership to translate transformation initiatives into clear, actionable human resources goals, programs, structure, and policies – that enable business and people outcomes.
Partners with business leaders, as well as cross-functional partners – including legal and finance - to provide strategic input into the structure of the transaction, workforce-related cost modeling, and synergy identification and realization.
Leads and partners to align, develop, and execute human resources strategies for organizational transformation and restructuring initiatives.
Leads large-scale strategic system initiatives requiring employee organization realignment and staff transitions, in close collaboration with executives, human resources, and cross-functional partners.
Provides direction to cross-functional teams, while playing a key leadership role in shaping, driving, and executing large-scale initiatives that require strong project management.
Provides expert guidance, trusted counsel, training, and mentoring to business leaders and members of the human resources community engaging in transformation work.
Develops and leverages standard, scalable processes, practices, and playbooks to drive consistency and high-quality outcomes.
Aligns work plans, communications, resources, and budgets across multiple initiatives – while proactively managing issues and risk mitigation to drive successful outcomes.
Works closely with key stakeholders to develop integrated people strategies and ensured disciplined execution of key system initiatives to achieve business and workforce outcomes.
Participates in the design, build, and communication of programs, policies, processes and practices to enable long-term strategy execution and measurable business results.
Leaders and aligns cross-functional teams to design, drive, and execute large-scale transformation initiatives, ensuring integration with HR strategy, workforce planning, and business objectives.
Leads cross-functional teams in HR due diligence of key acquisitions/mergers, including partnering with key team members to deliver high-quality analysis and assessment.
Partners with others to ensure a comprehensive review of the workforce, leadership / organization structures, culture, talent assessment, compensation/benefits, and employment terms/conditions, while identifying and assessing labor and compliance risks/liabilities.
Evaluates key talent, retention risks, and cultural compatibility and develops targeted risk mitigation strategies and actionable integration recommendations.
Identifies and assesses organization risks and opportunities, providing data-driven strategic recommendations to executive leadership during deal evaluation.
Partners with senior leadership to develop an integrated HR integration strategy and approach, aligned to deal objectives.
Develops and executes comprehensive HR integration plans, ensuring alignment with deal objectives, timelines, and value creation goals.
Lead cross-functional teams in the design and execution of post-merger integration plans across all HR functions.
Partner cross-functionally to align and integrate human resources programs, compensation, benefits, systems, and policies.
Partners cross-functionally and in HR on the identification and tracking of synergy realization related to the workforce.
Drive Day 1 readiness and the execution of critical post-close activities.
Partners across functions to ensure smooth integration, including finance, legal, IT, and operations.
Provides strategic insights and operational partnership to design and execute change management and communication plans that support initiative objectives.
In partnership with key stakeholders and business leaders, leads cultural considerations and/or integration, ensuring effective alignment of cultural plans and enabling teams to deliver strong employee engagement strategies / initiatives.
Identifies and retains critical talent through targeted retention programs and incentives; proactively partners to address employee concerns, retention risks, and organizational uncertainty.
Partners with senior leaders and human resources leadership on selection, talent management, succession planning, workforce planning, and organization design.
Plays a key role in defining future-state organization structure, roles, and governance model.
Collaborates to strengthen workforce capability planning by identifying critical skills and competencies for key roles and the future workforce; assess gaps and recommend targeted actions to address them.
Establishes and leads comprehensive HR M&A and transformation governance, including integrated project plans, operating mechanisms, timelines, and reporting frameworks to drive strong coordination, disciplined execution, and delivery of key strategic priorities.
Communicates clear, concise project strategies, insights, and updates effectively across the organization.
Ensures alignment and coordination across all human resources functions, enabling seamless execution of mergers/acquisitions and transformation initiatives.
Monitors program performance and metrics to ensure strategic priorities are delivered on time, within scope, and with measurable business and people outcomes.
Manages multiple concurrent projects / integration workstreams, collaborating with cross-functional leaders and partners to drive accountability and results.
Designs and deploys standardized frameworks and playbooks; optimizes systems, policies, programs, and processes to enhance scalability, effectiveness and efficiency, leveraging leading external / internal practices.
Implements standardized project management methodologies, tools, and governance to ensure clear ownership, effective resource allocation, and disciplined execution.
Drives economies of scale, scope and expertise – while assuring high-quality service levels and outcomes.
Establishes key metrics and time-bound deliverables to measure integration effectiveness and value realization.
Monitors and analyzes data / trends to proactively identify risks and opportunities for optimization.
Facilitates alignment among diverse groups to drive timely, informed, critical decision-making.
Maintains end-to-end oversight of program execution, ensuring alignment, coordination, timeliness, and outcomes.
Collaborates with key stakeholders to develop solutions, proactively address barriers, mitigate risks to delivery.
Advises on policy and procedure implications associated with mergers, acquisitions, and transformation initiatives, including workforce-related considerations (i.e. wage/hour, working conditions, etc).
Partners with legal and key stakeholders to ensure compliance with employment laws and regulatory requirements, while developing and executing risk mitigation plans.
Identifies and ensures interdependencies across the system – ensuring integration with other related initiatives and prioritization of critical linkages.
Partners with executive leaders as a trusted advisor to shape and influence business and people strategies that impact the workforce and people – driving alignment on strategy, priorities, approach, and execution plans.
Leads a highly engaged and high-performance mergers/acquisitions and transformation team that drives highly visible, highly complex initiatives across the system.
Provides coaching, recognition, and feedback to accelerate development and performance, while fostering an inclusive, results-driven team culture.
Establishes and deploys a human resources model that enables delivery of high-quality, consistent, and scalable delivery/practices.
Drives accountability and operational rigor to in support of measurable outcomes.
Provides matrixed leadership across human resources – including alignment and mobilization of cross-functional team members to drive shared goals, clarity in roles, and achievement of outcomes.
Plays a key role in managing external vendors / partners, ensuring alignment to strategic objectives, delivery excellence, and value realization.
Leverages executive presence, strategic judgment and an enterprise-perspective to act as a trusted advisor to senior leaders on human capital strategies and plans across the mergers/acquisitions and transformation lifecycle – proactively influencing cross-functional decisions and outcomes at all organization levels.
Distills, synthesizes and translates complex, comprehensive information to clear, actionable insights and executive-level narratives to drive alignment, decision-making, and speed to execution among the human resources community, senior leaders and key cross-functional partners.
Build trusted, credible partnerships with clinical and operational leaders, the human resources community, and cross-functional partners in information services, finance, quality, compliance, security, and other key functions – ensuring alignment of people strategies with transformation, integration, and/or deal objectives and priorities.
Proactively engages and incorporates input from content experts across functions to ensure relevant stakeholder perspectives are included in project planning, risk identification, implementation, and decision making.
Provides executive-level insights to inform strategic decision-making and influence cross-functional priorities across the enterprise.