HR Integrations Lead

AMSURG•Nashville, TN

5h•Remote

About The Position

The HR Integrations Lead is responsible for planning, coordinating, and executing all People and Culture (P&C) activities across acquisitions, divestitures, de novos, relocations, and other business transitions. This role ensures HR components of each transaction are delivered accurately, on time, and aligned with AMSURG corporate objectives. To maintain this alignment, the Lead manages multiple concurrent deals at different stages by maintaining separate trackers and timelines for each center and protecting critical cutover dates. The Lead executes tactical and thorough HR due diligence work that includes benefits analysis and plan comparisons, compensation structure reviews and market analysis requests, PTO and policy alignment, progressive discipline alignment, 401k plan transitions, job mapping, preparation of the employee census for UKG import, merit cycle considerations, risk identification and mitigation (including forecasting risks), culture and communication planning, and the HR components of Day One readiness. The role also partners closely with Payroll due to frequent handoffs and sequencing dependencies, even though Payroll is not within HR at AMSURG, and with the onboarding specialist. The Lead collaborates extensively with the P&C leadership team, Payroll, HRIS, Benefits, Compensation, Operations, and Legal. The role influences without direct authority and knows when to take charge, when to collaborate, and when to escalate - particularly when HRIS or Payroll cannot absorb overlapping imports. By identifying capacity conflicts early and keeping leadership updated on deal volume, the Lead maintains a structured integration framework with strong documentation. Leadership Structure and Strategic Partnership This role operates under the guidance of the Senior Director of People and Culture. Strategic HR decisions are made in partnership with senior HR leadership to ensure consistency across all integrations. The Lead is expected to be a strong critical thinker who offers well supported recommendations and influences how to best integrate newly acquired centers.

Requirements

Proven ability to manage multiple complex HR integration projects with competing priorities.
Strong knowledge of HR functional areas including benefits, compensation, HR compliance, HR policies, HRIS, payroll coordination, and communications.
Demonstrated ability to influence without authority and collaborate across functions.
Excellent communication skills with the ability to convey complex information to all levels.
Strong analytical and problem-solving skills with a bias for timely action.
Professionalism, judgment, and comfort operating in dynamic, time sensitive environments.
Bachelor’s degree or equivalent experience required.
Minimum 5-7 years in HR, People Operations, Benefits, or HR Business Partner roles with exposure to M&A or large-scale HR projects.

Nice To Haves

Healthcare or multi state employer experience preferred.
PHR, SPHR, SHRM-CP or SCP preferred.

Responsibilities

Lead the full lifecycle of HR activities for acquisitions and other transitions including diligence, pre-close planning, and post-close stabilization.
Perform detailed HR assessments including benefits plan comparisons, compensation structure reviews, PTO and holiday policy evaluation, progressive discipline alignment, and workforce risk identification.
Evaluate HR compliance and cultural risks and build mitigation plans.
Own HR project timelines, checklists, and milestones to ensure accurate and on time completion.
Build and continuously improve standardized HR integration tools, templates, trackers, and documentation.
Coordinate HR elements of Day One readiness including teammate communications, onboarding requirements, and policy alignment.
Partner with Payroll on handoffs and sequencing to protect data accuracy, pay continuity, and timing.
Collaborate with HRIS to prepare the employee census for UKG import and validate required fields, workflows, testing, and timelines.
Work with Compensation to obtain market data, conduct compensation analyses, and align acquired teammates to AMSURG structures.
Partner with Benefits to support plan transitions, required notices, required documentation, and teammate education.
Engage with Operations to align on center needs, staffing models, communications, and cultural integration.
Coordinate with Legal on diligence findings, policy implications, and risk controls.
Facilitate the handoff, with pertinent details, to the onboarding specialist, to ensure a best-in-class experience for our newest teammates
Track milestones, owners, risks, decisions, and dependencies.
Prepare and maintain the HR Integration Playbook for each deal. Ensure steps are documented, consistent, and auditable.
Provide concise updates, risk escalations, and resolution recommendations to P&C leadership and the integration leadership team.
Coordinate collection and analysis of HR data to support diligence, integration planning, and reporting.
Influence cross functional partners through credibility and collaboration, not positional authority.
Use tact when requesting deliverables from teams outside your hierarchy.
Anticipate teammate questions and support change management through clear communications and FAQs.
Provide coaching and clarity to contributors on expectations and sequencing.
Maintain a knowledge repository for HR diligence and integration tools, lessons learned, and best practices.
Recommend process improvements that drive efficiency, compliance, and a positive teammate experience.
Stay current on M&A and HR trends and bring forward practical innovations.
Diligence: participate in HR diligence to identify risks, gaps, and integration requirements. Translate findings into actionable plans and inputs for deal models.
Pre-Close Planning: build the Playbook, prepare census and job mapping, complete benefits and compensation analyses, finalize communications and Day One. Align decisions and timelines with senior HR leadership.
Post-Close Integration, typically 80 to 120 days: execute the plan, manage UKG imports and validation, coordinate benefits, payroll, PTO, 401k, and policy transitions, align merit cycles and compensation, and deliver reporting and closeout.
Manage multiple active deals across different phases.
Balance competing priorities, shift between strategic discussions and tactical execution, maintain accuracy under time pressure, and keep leadership informed of risks and resource needs.

Benefits

AMSURG offers a variety of health and welfare benefit options to help protect your health and promote your wellbeing. Benefits offered include but are not limited to: Paid Time Off, Medical, Dental, Vision, Life, Disability, Healthcare FSA, Dependent Care FSA, Limited Healthcare FSA, FSAs for Transportation and Parking & HSAs, and a matching 401(K) Plan.
AMSURG offers paid time off, 9 observed holidays, and paid family leave. You accrue Paid Time Off (PTO) each pay period and depending on your position and can earn a minimum of 20 days and up to 25 days per calendar year.

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