Senior Manager, HR M&A

Labcorp•Durham, NC

About The Position

Labcorp is seeking a Senior Manager, HR M&A to join its Global HR M&A team. Reporting to the Sr. Director, HR M&A, this role leads HR workstreams for mergers and acquisitions from due diligence through integration. The Senior Manager partners with Division and Functional HR Business Partners, HR Centers of Excellence, Finance, Legal, and the deal team, and serves as the primary liaison between Labcorp HR and Seller HR throughout the transaction lifecycle. The role develops people strategies and integration plans, identifies and reduces HR-related operational and financial risks, and supports deal negotiations. It includes assessing seller HR practices and data, planning the transition of acquired employees to Labcorp compensation, benefits, payroll, policies, and job architecture, and coordinating Workday data conversion, onboarding, employee communications, and Day 1 readiness. The Senior Manager manages multiple concurrent transactions and tracks integration milestones, risks, and decisions, reporting progress to HR leadership and the Integration Management Office.

Requirements

At least 6 years of HR experience, including mergers and acquisitions experience.
Bachelor's degree, preferably in HR or a similar field.
At least 4–5 years of project or program management experience.
Hands-on experience leading HR integration of acquired employees, including benefits, payroll, and compensation transitions.
Broad HR generalist knowledge and understanding of the complete employment lifecycle.
Working knowledge of U.S. benefit plans, compensation structures, and job architecture or leveling.
Experience working directly with seller or target-company HR teams.
Demonstrated leadership and management skills, including the ability to build consensus on approaches to transitioning acquired employees.
Ability to build credibility and influence with Seller HR and leadership, often before close and without formal authority.
Strong project-management skills, including end-to-end thinking and the ability to manage multiple projects with tight deadlines, ambiguous data, and shifting priorities.
Attention to detail and accuracy, a hands-on mentality, and ability to influence in a global, matrixed environment.
Knowledge of Workday and best practices for M&A activities.
Strong written and verbal communication and presentation skills.

Nice To Haves

Experience in international HR and M&A.

Responsibilities

Lead the HR workstream for assigned M&A projects from due diligence through integration, coordinating HR efforts with Division and Functional HRBPs and HR COEs.
Provide strategic consulting, expertise, and thought leadership to develop people strategies and inform deal negotiations.
Analyze target-company data to identify HR-related financial exposures, including compensation and benefits plan risks.
Review and provide input on purchase agreements, disclosure schedules, presentation materials, and employee communications.
Build and manage detailed project plans for M&A transactions, coordinating HR COE activities to meet deal timelines and managing multiple concurrent deals.
Lead HR team meetings and HR diligence calls, and develop HR integration plans for the IMO team.
Own the HR integration plan and Day 1 and Day 30 deliverables.
Improve domestic and international M&A execution and integration processes using checklists, templates, best practices, and project-management tools.
Serve as the primary point of contact between Labcorp HR and Seller HR, managing relationships, information requests, data exchanges, and transition decisions.
Discover and document seller HR, payroll, compensation, benefits, leave, and policy practices; identify gaps with Labcorp practices and recommend transition approaches.
Partner with Total Rewards, Compensation, and Payroll COEs to plan employee transitions to Labcorp benefit plans, pay practices, and payroll, including timing, TSAs, and bridge or harmonization strategies.
Coordinate Workday data conversion, acquired-employee onboarding, and Day 1 readiness.
Develop employee communications, FAQs, and manager toolkits with HRBPs, and support town halls and change management.
Track integration milestones, risks, and decisions, and report status to HR leadership and the IMO in partnership with the lead HRBP.