HR Business Partner - Mergers & Acquisitions

GE HealthCare•Chicago, IL

1d•$172,000 - $258,000•Remote

About The Position

The HR Business Partner, Mergers & Acquisitions and Business Development plays a critical role in accelerating the company's growth strategy through acquisitions, divestitures, partnerships, and other business development activities. This role leads the people workstream throughout the transaction lifecycle, including HR due diligence, organization and talent assessment, retention planning, Day 1 readiness, and post-close integration. The position is responsible for aligning people, culture, organizational design, and talent strategies to support deal objectives while delivering a positive colleague experience and enabling business value realization. This leader brings an enterprise perspective to transactions that may cross businesses, functions, and countries. The role provides dedicated capacity and specialized HR M&A expertise that may not be available within business HR teams supporting fast-moving transactions.

Requirements

Bachelor's degree from an accredited university or college and a minimum of 8 years of significant HR Business Partner or HR leadership experience in a complex global organization.
Demonstrated experience supporting mergers, acquisitions, divestitures, or complex organizational transformations. Experience conducting HR due diligence and post-close integration activities.
Experience leading organizational change, workforce planning, and talent management initiatives and demonstrated ability to influence senior leaders and lead cross-functional teams.
Strong project management, stakeholder management as well as business acumen and problem-solving skills.
Ability to operate effectively in highly ambiguous, fast-paced environments.

Nice To Haves

Knowledge of organizational design, compensation, benefits, employee relations, and change management.
Experience working across multiple countries and employment environments, especially in highly regulated industries.

Responsibilities

Lead the HR workstream for acquisitions and other strategic transactions from due diligence through integration. Assess human capital implications of potential transactions.
Conduct HR due diligence to evaluate organizational capability, leadership strength, critical skill & talent retention, workforce & culture risks and talent opportunities associated with target companies.
Lead workforce planning, organization design, job alignment, and integration of talent processes.
Partner with People Operations to ensure effective transition of payroll, benefits, HR systems, and employee data. This includes payroll integration, benefits harmonization, WorkDay and other systems, employee data transitions, immigration/mobility and overall lifecycle flow to ensure people strategies and operational execution remain aligned throughout the process.
Collaborate with Total Rewards and HR subject matter experts to assess compensation and benefits impacts and develop employee transition solutions.
Partner with Legal and Business Development on employee-related transaction requirements and risk mitigation strategies, including assessment of human capital liabilities, compliance concerns, labor relations exposure and other workforce related synergies.
Develop and execute Day 1 and post-close people integration plans. Gain leadership alignment to culture integration efforts.
Lead HR separation activities for divestitures, including employee census identification, selection and transition planning, standalone organizational design, leadership and talent planning, TSA requirements, employee communication, retention and transition agreements, labor and regulatory considerations, and Day 1 separation readiness.
Develop employee communication, engagement, and change management plans supporting successful integrations and divestitures. Partner with leaders to drive transparency, engagement and trust during organizational change.
Monitor integration progress, identify risks, and drive actions that support business continuity, employee retention, and deal success.
Provide expert guidance to business leaders on people-related M&A matters and integration best practices.