Senior Manager, Human Resources

Celanese International Corporation•Irving, TX

16h

About The Position

The HR M&A Sr Manager leads the people-related aspects of mergers, acquisitions, divestitures, and joint ventures. This role partners closely with Corporate Development, Legal, Finance, IT, and business leadership to ensure effective HR due diligence, integration planning, TSA and post-close execution. The ideal candidate brings strong HR expertise, project management discipline, and the ability to operate in complex, fast-paced deal environments.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, or a related field.
7+ years of progressive HR experience, including direct involvement in M&A and divestitures.
Strong knowledge of core HR disciplines (total rewards, employee relations, payroll and HR operations).
Proven project management skills in complex, cross-functional environments.
Experience managing confidential and sensitive information with discretion.

Nice To Haves

MBA or Master’s degree in HR, Business, or related field.
Experience supporting global or cross-border transactions.
Familiarity with employment law considerations across multiple jurisdictions.
HR certification (SHRM-SCP, SPHR, or equivalent).
Previous experience in a matrixed, multinational organization.

Responsibilities

Lead HR due diligence for M&A and divestiture activities, including workforce structure, compensation and benefits, labor relations, policies, compliance, and liabilities.
Identify people-related risks, cost synergies, and integration considerations; clearly document findings and recommendations.
Advise deal teams on HR-related transaction risks and mitigation strategies.
Develop and execute HR integration or separation strategies aligned with deal objectives and timelines.
Lead planning for key HR workstreams, including: Organizational structure and workforce transition, Talent and retention planning, Compensation, benefits, and payroll alignment, HR systems, data, and process integration, Policies, compliance, and employment contracts.
Coordinate Day 1 readiness activities to ensure seamless employee transitions.
Partner with Communications and Leadership to support change management strategies and employee messaging.
Support consistent, compliant, and timely employee communications throughout the transaction lifecycle.
Serve as the primary HR point of contact for M&A-related activities.
Collaborate cross-functionally with Legal, Finance, IT, Corporate Development and external advisors.
Influence senior leaders with data-driven insights and practical solutions.
Establish and maintain HR M&A playbooks, templates, and best practices.
Track progress against milestones, risks, and dependencies.
Drive post-integration reviews and incorporate lessons learned into future transactions.