Director People M&A and People Solutions

Procore Technologies•Austin, TX

8d•$192,000 - $264,000•Hybrid

About The Position

Procore is looking for a Director People M&A and People Solutions to own one of our most complex and high-stakes mandates: driving the human capital strategy for Procore's mergers and acquisitions activity while also leading our People Solutions team. We need someone who can move from boardroom to deal room to integration plan without skipping a beat. Reporting to the VP of People Partners & Insights, you will be Procore's primary HR voice in every deal, engaging with Corporate Development early in the deal cycle, leading people-side due diligence, and owning integration well beyond Day 1. At the same time, you will lead a small but high-impact team tackling the most critical cross-functional People priorities — from AI strategy to culture transformation to enterprise-level people initiatives. This role is fluid by design, spanning strategy and execution. When deals are active, M&A is your primary focus. When deal activity is lighter, you operate as a full contributing member of the People Solutions team — owning and executing strategic initiatives alongside your team. If you thrive in ambiguity, move fast with precision, and genuinely love the complexity of organizational change, this role was designed for you. This position will report to the VP, People Partners & Insights and can be based in Austin, TX. We're looking for candidates to join us immediately.

Requirements

10+ years of progressive HR experience, with at least 4 years of direct, hands-on HR M&A experience (due diligence, integration, and post-close) — not just advisory exposure
Demonstrated experience leading people-side integration on global transactions, including multi-jurisdiction complexity (experience in EMEA and APAC strongly preferred)
Proven ability to operate independently on a deal — driving decisions and workstreams without a dedicated execution team underneath you
Experience in mid-market or high-growth technology companies; comfort operating in an environment where process is being built in real time
Track record of building scalable HR M&A frameworks — playbooks, toolkits, and repeatable processes — from scratch or significantly improving existing ones
Strong partnership with Corporate Development or deal-side finance functions; experience influencing deal structure and terms based on people-side risk findings
Experience leading or developing high-performing teams preferred; ability to develop, and retain strong senior talent.
Strategic Thinking: Synthesizes complex people, organizational, and deal data into clear recommendations. Connects dots across workstreams, anticipates second-order effects, and forms a coherent plan quickly.
Execution Without Ego: Equally comfortable building the strategy and executing the work. Does not wait for delegation — identifies what needs to happen and makes it happen.
Cross-Functional Influence: Builds trust across Legal, Finance, Corp Dev, People Partners, and senior leadership. Knows how to align stakeholders who have competing priorities and timelines.
Cultural Intelligence: Deep instinct for organizational culture - both diagnosing it and shaping it. Understands that cultural integration is where deals succeed or fail.
Global Fluency: Comfortable navigating international employment law, global compensation structures, and cross-cultural workforce dynamics without requiring specialist support for every question.
Communication: Exceptional written and verbal communication. Can present at the executive and board level; can also write a clear project brief or integration update for the full team.
Communication: Resilience and Adaptability: Operates well in ambiguity and under deal-cycle time pressure. Adjusts course quickly when circumstances change without losing sight of outcomes.

Responsibilities

Serve as the primary HR partner to Corporate Development, engaging early in the deal cycle - before LOI - to shape people strategy and influence deal structure
Lead all aspects of HR due diligence: workforce analysis, compensation and benefits assessment, cultural compatibility evaluation, labor and employment risk identification, and leadership/talent mapping in partnership with Legal, Total Rewards, People Partners, and People Services; serve as the connective tissue across workstreams
Develop and own the People integration playbook; build a scalable, repeatable framework that eliminates single points of failure and enables cross-training within the team
Design and execute integration plans that extend well beyond Day 1 — addressing cultural cohesion, key talent retention, org design, and the realization of human capital deal value through the first year and beyond
Manage the complexity of global deals, including alignment on multi-jurisdiction employment law, international compensation harmonization, and cross-cultural workforce integration.
Define and track meaningful success metrics: retention of key talent, engagement at 90/180-day surveys, time-to-integration milestones, and deal value realization tied to human capital
Build and maintain an M&A readiness posture - tools, templates, and trained team members - so Procore can move quickly when a deal emerges
Lead and develop the People Solutions team (currently 2 Sr. ICs), serving as a player-coach who models the strategic and executional standard the team is hired to deliver
When M&A activity is lighter, step fully into the work as a contributing team member — owning initiatives end-to-end.
Partner with the HR Leadership team to identify and prioritize the highest-leverage initiatives each planning cycle - those that are highly cross-functional, strategically critical, and lack clear ownership elsewhere
Provide strategic input and execution support on initiatives such as: People AI strategy and enterprise workforce planning
Contribute to the 2027+ vision of a full people solutions model — building the internal skills, playbooks, and organizational muscle that reduce the team's execution dependency over time