HR Business Partner, M&A Integration

Jabil•Tampa, FL

8d•Hybrid

About The Position

The HR Business Partner – M&A Integration serves as the primary HR partner to an acquired business and executes and coordinates people-integration activities defined through the HR M&A integration plan. Working with the HR M&A team, the role translates integration requirements into practical actions for business leaders, local HR teams, and employees. It connects the HR M&A team, business leadership, acquired-company HR, and HR Centers of Excellence (COEs), coordinating implementation timing, communications, leader materials, business decisions, and adoption of Jabil HR processes, policies, programs, and systems. Success requires business acumen, broad HR expertise, disciplined execution, and the ability to influence stakeholders by explaining recommendations, tradeoffs, risks, and financial implications. The role is based on-site at Jabil’s St. Petersburg, Florida corporate headquarters, with the option to work remotely one day per week. The environment is fast-paced and deal-driven, with tight deadlines, shifting priorities, high visibility, and interaction with business, HR, and functional leaders. Travel may be required based on transaction and integration needs.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least 7 years of progressive HR experience, including HRBP or comparable HR generalist experience.
M&A or integration experience, including execution of complex HR transitions.
Strong implementation and coordination skills across multiple stakeholders, priorities, dependencies, and deadlines.
Ability to influence leaders and communicate recommendations, risks, tradeoffs, and financial implications.
Broad knowledge of talent management, compensation, benefits, employee relations, HR systems, and compliance.
Strong written and verbal communication skills, including preparation of leader and employee communications.

Nice To Haves

Experience working in a global or matrixed organization.
Workday experience.

Responsibilities

Serve as the day-to-day HR partner to business leaders and acquired-company HR, aligning integration activities with business priorities and workforce needs.
Execute the HR M&A integration plan by coordinating business inputs, approvals, dependencies, and readiness; report progress and escalate risks to the HR M&A team.
Advise leaders on people-related decisions, using workforce data to explain recommendations, risks, tradeoffs, and financial implications.
Support future-state organizational design, staffing, role clarity, talent assessment, succession, and critical-talent retention.
Equip leaders and acquired-company HR to understand HR BU/CoE functions and administer Jabil policies and processes through training, guidance, and implementation materials; monitor adoption and address gaps.
Facilitate onboarding and the rollout of Jabil HR policies and compensation, benefits, job architecture, talent, performance, employee relations, and mobility programs with HR COEs; resolve local requirements and implementation gaps with appropriate specialists.
Support employee data collection and Workday and HR-system transitions.
Develop employee and leader communications, including announcements, talking points, FAQs, and transition updates, aligning messaging, timing, audiences, and delivery with stakeholders.
Prepare leaders and local HR to explain changes and answer questions about Jabil’s culture, expectations, programs, and ways of working.
Assess change readiness and employee feedback, and coordinate responses to concerns affecting engagement, retention, or business continuity.
Coach leaders on performance, employee development, and team effectiveness; address employee relations matters with Employee Relations and Legal.
Support performance reviews, merit planning, promotions, compensation decisions, and talent planning during and after integration.