Senior Manager, HR Integration M&A

T-Mobile•Frisco, TX

1d•$130,800 - $236,000•Hybrid

About The Position

As Senior Manager, HR Integration, M&A, you'll lead the HR integration strategy and execution for acquisitions, divestitures, and strategic partnerships that shape T-Mobile's future. You'll partner with senior leaders across HR, Finance, Legal, Corporate Development, and the business to ensure successful post-close integration of people, processes, systems, and culture. This role is best suited for an experienced HR M&A integration leader who has successfully guided organizations through complex acquisitions. While you'll partner closely with deal teams throughout the transaction lifecycle, your primary focus will be leading post-close HR integration, implementation, change management, and operational execution. This role offers a unique opportunity to deepen your expertise in HR M&A while partnering on high-profile acquisitions that shape T-Mobile's future. You'll have the opportunity to expand your influence across increasingly complex integrations and help evolve our enterprise M&A capabilities.

Requirements

7–10+ years of progressive experience leading HR M&A integration, post-merger integration (PMI), divestitures, or other complex enterprise integration initiatives.
Demonstrated success leading HR workstreams through multiple post-close integrations, including planning, implementation, governance, change management, and cross-functional execution.
Strong understanding of HR functions including Compensation, Benefits, HR Systems, Talent Acquisition, Organizational Effectiveness, and Employee Relations.
Experience building integration playbooks, governance models, and scalable HR integration processes.
Proven people leader with experience managing and developing high-performing teams.
Demonstrated ability to influence executive stakeholders and lead through ambiguity.
Experience leading large-scale cross-functional programs with multiple stakeholders and competing priorities.
Excellent executive communication, presentation, and relationship management skills.
Strong strategic thinking, problem-solving, and decision-making capabilities with the ability to balance long-term vision and operational execution.
At least 18 years of age
Legally authorized to work in the United States

Responsibilities

Lead HR Integration Strategy: Lead the HR integration and separation strategy for acquisitions, divestitures, and strategic partnerships from transaction close through full integration.
Develop integration roadmaps, governance, success metrics, and implementation plans that support business objectives while delivering an exceptional employee experience.
Partner with Corporate Development, HR leaders, and business executives to align integration priorities with enterprise goals.
Drive Enterprise Integration Execution: Lead multiple complex HR integration and separation initiatives simultaneously, ensuring successful execution across timelines, budgets, quality, and risk.
Coordinate HR workstreams across Compensation, Benefits, HR Systems, Talent Acquisition, Organizational Effectiveness, Payroll, Employee Relations, and other HR Centers of Excellence.
Identify integration risks, dependencies, and opportunities while proactively driving solutions.
Build Scalable Integration Programs: Own and continuously improve HR integration methodologies, playbooks, governance models, templates, and best practices.
Lead change management and communication strategies that enable successful employee transitions and organizational adoption.
Drive continuous improvement through lessons learned and integration readiness planning.
Lead and Develop a High-Performing Team: Build and lead a high-performing HR M&A team.
Provide mentorship, guidance, and performance management.
Partner with Executive Leaders: Serve as the HR integration advisor for senior HR and business leaders.
Build trusted relationships across HR, Finance, Legal, Corporate Development, and business functions to drive alignment, decision-making, and execution.
Present recommendations, progress, risks, and outcomes to executive stakeholders.
Manage Integration Planning and Resources: Partner with HR Finance and FP&A to develop integration budgets, resource plans, and third-party support strategies.
Monitor financial performance and resource utilization across multiple integration initiatives while identifying opportunities for operational efficiency.