HR Integration Lead

Graco•Minneapolis, MN

2d•$98,300 - $172,000•Onsite

About The Position

The HR Integration Lead is responsible for leading diligence activities and planning and orchestrating integration activities for Human Resources during mergers, acquisitions, divestitures and other transformation initiatives. This position serves as the primary HR lead for the Integration Management Office (IMO), and coordinates across all HR disciplines to ensure successful delivery on integration objectives, synergies, risk management, and the target operating model without disrupting business continuity. The position partners closely with HR leaders, acquired company counterparts, and cross-functional teams to deliver milestones on time and with minimal disruption. In addition, this position serves as the HR function’s project management lead, establishing and applying consistent project management practices across HR while leading select strategic, cross-functional initiatives.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field
7+ years of experience in Human Resources, M&A integration, HR program management, or a related discipline
Experience supporting or leading HR activities associated with mergers, acquisitions, divestitures, or other complex organizational transactions
Strong project management and organizational skills
Strong analytical and problem-solving skills, with the ability to synthesize complex and sometimes incomplete information into clear insights and recommendations
Ability to influence and drive alignment without direct authority
Excellent written and verbal communication skills; ability to manage multiple priorities in a fast-paced environment
Broad knowledge across core HR disciplines, including compensation, benefits, HR policies, talent management, HR operations, employee relations, HRIS, and organizational design
Working knowledge of total rewards programs and HR policies, including the ability to compare programs and policies across organizations, identify meaningful differences and risks, and assess employee and business implications
Demonstrated ability to independently perform detailed analysis and develop recommendations across multiple HR disciplines
Demonstrated ability to operate effectively in ambiguous, confidential, and rapidly changing environments
Applicants must be legally authorized to work in the United States. This role is not eligible for immigration sponsorship now or in the future (e.g., H-1B, TN, F-1 OPT).

Responsibilities

Orchestrate all HR due diligence, integration planning, and post-close optimization activities for acquisitions, mergers, and divestitures, ensuring each HR workstream has clear scope, priorities, owners, and deliverables that converge into a single functional plan
Develop and maintain comprehensive HR integration plans (including milestones, roadmaps, deliverables, dependencies, risks, and resource requirements), translating integration objectives into actionable work plans aligned with the overall integration strategy and ensuring completion of all functional integration activities within agreed timelines and scope
Lead the development of side-by-side analyses comparing compensation, benefits, HR policies, and other HR programs between Graco and acquired organizations, identifying key differences, risks, and employee impacts, and partnering with COEs on recommended integration approaches
Own HR Day-1 readiness planning and communications to support a smooth and seamless transition with minimal business disruption, in partnership with HR partners
Coordinate with acquired company and internal Graco HR partners to facilitate successful integration execution
Ensure operational ownership, support processes, documentation, and service transition activities are completed before transitioning acquired environments to steady-state HR operations
Serve as the primary point of contact between the HR function and the Integration Management Office, coordinating across HR workstreams and cross-functional partners to manage interdependencies, resolve issues, and remove barriers
Participate in integration governance forums and provide timely progress updates on HR integration status, milestones, dependencies, risks, and decisions
Partner with Corporate Development, Finance, HR partners, and business leaders to identify, quantify, validate, and track HR-related synergies and value-creation opportunities associated with each transaction
Develop HR change management plans that support Day 1 readiness, post-close integration, and long-term adoption of new HR programs, processes, and systems
Create clear, audience-specific communications for employees, leaders, HR partners, and acquired company counterparts on HR processes and programs, including FAQs, leader talking points, transition messaging, and readiness materials
Assess stakeholder impacts, readiness needs, and adoption risks; identify communications, training, or engagement actions needed to support successful implementation of HR processes and programs
Build alignment among stakeholders and foster collaboration across organizations
Help maintain employee trust, engagement, and business continuity by proactively addressing questions, concerns, and change impacts throughout the integration process
Own the ongoing development and evolution of the HR M&A playbook, creating a scalable and repeatable approach to HR integration activities
Develop and maintain standardized tools, templates, checklists, timelines, governance models, and decision frameworks for HR’s use in all types of M&A activities and transactions
Create practical methodologies for assessing differences across compensation, benefits, HR policies, recognition, talent, HR operations, HR technology, and other HR programs and processes
Capture lessons learned from each transaction and incorporate them into the playbook and future operating practices, and contribute to continuous improvement of integration methodologies and tools
Build organizational capability by educating HR partners and stakeholders on the M&A process, roles, responsibilities, and tools
Serve as the HR project management lead for selected strategic, cross-functional HR initiatives
Lead select strategic cross-functional HR projects from initial scoping and planning through implementation and stabilization by developing project plans, workstreams, milestones, dependencies, risk and issue logs, decision logs, and executive reporting
Facilitate project governance and maintain accountability for deliverables and decisions
Establish consistent project-management practices, tools, and standards across HR
Provide HR leadership with clear visibility into project status, risks, resource requirements, and decisions for select cross-functional HR initiatives