Manager, Acquisition Integrations

Everstory Partners•Altamonte Springs, FL

1d•$90,000 - $135,000•Onsite

About The Position

At Everstory Partners, our mission is to create supportive spaces where individuals and families can find solace, meaning, and hope in the midst of loss. At the heart of our mission is a deep understanding of the profound and complex nature of grief. Every person’s journey through loss is unique, and we are committed to providing compassionate and personalized support. We also believe that grief is not a problem to be solved or a burden to manage alone, but rather a natural and beautiful part of the human experience. Backed by our national strength and our local partners’ role is to be a steady presence, a source of comfort and guidance, and a partner in celebrating the life and legacy of the person who has passed.

Requirements

Bachelor’s degree in Business Administration, Finance, Operations Management, or related field required.
5+ years of experience in M&A integration, project/program management, operations, or management consulting, including direct experience coordinating post-close integration workstreams.
Demonstrated ability to manage multiple concurrent, complex initiatives with competing deadlines and stakeholders.
Experience in multi-site or multi-location service businesses (healthcare, funeral/cemetery, retail, hospitality, or similar regulated industries) preferred; death care experience a plus but industry-specific training will be provided.
Prior exposure to system conversions/migrations and vendor transitions as part of an integration effort preferred.
Familiarity with due diligence processes and the handoff from diligence into execution preferred.
Proficient with project-tracking tools (e.g., Smartsheet, MS Project, Asana).
Exceptional attention to detail, analytical thinking, and problem-solving abilities.
Excellent communication and interpersonal skills.
Advanced Excel and PowerPoint skills required.
Demonstrated hands-on approach and success in working with cross-functional departments, particularly HR, IT, Trust/Finance, Operations, and Legal.
Valid driver’s license required; regular travel to acquired locations required.

Nice To Haves

Project Management Professional (PMP) certification a plus but not required.

Responsibilities

Own and maintain the master integration plan and milestone tracker for each active acquisition, from signing through full stabilization.
Translate department-level onboarding requirements (HR/hiring and training, IT/systems conversion, trust and finance onboarding, marketing, operations, legal/regulatory) into a coordinated cross-functional workplan for each acquired location.
Run recurring integration status meetings with department heads and leadership; maintain action-item logs and drive follow-through on open items.
Identify integration risks, dependencies, and bottlenecks early, and escalate to leadership with clear options for resolution.
Track integration milestones and readiness across all workstreams for each acquired location through go-live and stabilization.
Partner with the diligence team to assess operational readiness of acquisition targets, including systems compatibility, staffing structure, licensing/regulatory requirements, and site-level onboarding needs.
Translate diligence findings into an actionable integration plan so execution can begin immediately at close, without a gap between deal close and onboarding kickoff.
Flag integration risks discovered during diligence, such as system conversion complexity, staffing gaps, or state-specific regulatory requirements, for leadership review before close; financial, tax, and trust accounting diligence remain owned by the Accounting/Finance diligence team.
Serve as the primary point of contact for department heads (HR, IT, Trust/Finance, Marketing, Operations, Legal) throughout the transition process.
Coordinate system conversion and migration activities alongside IT and operations, including cemetery/crematory management system migrations and payment platform transitions.
Support employee hiring and training rollout at newly acquired locations in partnership with HR.
Maintain a repeatable integration playbook, refining it after each acquisition based on lessons learned.
Prepare regular integration status updates for senior leadership, summarizing progress, risks, and decisions needed.
Maintain documentation of integration decisions, timelines, and outcomes for audit and continuity purposes.