Operations Integration Specialist

GFL Environmental Inc.•Edmonton, AB

About The Position

GESI is seeking an Operations Integration Specialist to support Operations in Canada and the United States and lead the transition experience for newly acquired companies. The role connects new teams with GFL Environmental Services’ culture, systems, and processes, with an emphasis on designing effective Day 1 experiences and onboarding journeys that help acquired employees feel welcome, informed, and productive after a deal closes. The specialist develops scalable integration plans and onboarding playbooks, supports M&A due diligence, assesses training and systems needs, and coordinates learning for acquired employees. The role also supports cultural integration, mentorship programs, and change management through employee feedback and retention-focused onboarding. Travel expectations are 50 to 80 percent. GESI is a high-growth environmental services company operating across North America in liquid waste, industrial cleaning, and soil remediation. The company describes its employees as “Team Green” and highlights career advancement, competitive benefits, job stability, and the opportunity to contribute to customers and communities.

Requirements

At least 5 years of experience in Organization Development, Learning and Development, M&A Integration, or Project Management.
Proven ability to manage complex projects with multiple stakeholders.
Experience designing training materials or onboarding workflows for diverse audiences.
Ability to navigate the anxiety and uncertainty acquired employees may experience.
Ability to move between strategic planning and hands-on execution, including facilitating training.
Ability to define KPIs for integration success.
Willingness to meet travel expectations of 50 to 80 percent.

Nice To Haves

Direct experience working on Post-Merger Integration (PMI) teams.
Experience in Waste Management.

Responsibilities

Build and maintain a scalable Acquisition Onboarding Playbook adaptable to acquisitions of different sizes.
Partner with the M&A team during due diligence to assess target companies’ tools, culture, and skill gaps and prepare a readiness plan.
Create project plans covering Day 1 through Day 90 and ensure training milestones are met without disrupting business continuity.
Conduct needs assessments to identify gaps between acquired employees’ current skills and GFL’s technology and processes.
Collaborate with functional leads in Sales, Operations, and Finance to design role-specific training.
Facilitate or coordinate live training sessions, webinars, and self-paced e-learning to support adoption of internal tools.
Help acquired employees understand GFL’s values while respecting and celebrating their original company’s heritage.
Implement mentorship or buddy systems connecting acquired employees with long-tenured staff.
Conduct pulse surveys and listening tours 30, 60, and 90 days after acquisitions, and use feedback to adjust integration plans.
Identify key talent in acquired groups and provide enhanced onboarding support to help mitigate attrition risks.
Define and use integration success KPIs, such as Order to Cash and system adoption rates.

Benefits

Four medical plan options, including an HSA with employer contribution and match program.
Dental coverage.
Vision coverage.
Employee Assistance Program with free counseling services.
Paid time off.
401(k) with employer match.
Competitive wages.
Growth opportunities.
Continuous learning opportunities.
Career advancement opportunities.
Job stability within an essential services company.