Senior People Partner (M&A)

MoonPay•New York, NY

8d•$140,000 - $170,000•Hybrid

About The Position

We're looking for a Senior People Partner specializing in Acquisitions to own the people workstream across every deal we do. From initial due diligence through to full integration, you'll be the go-to expert ensuring acquired teams are set up for success and that MoonPay's employee experience is maintained throughout. This is a high-impact, high-visibility role that sits at the intersection of People, Legal, Finance, and Strategy. You will manage TUPE and transfer of employment obligations, lead headcount and organisational analysis during deal assessment, and design and execute integration plans that bring new teams into the MoonPay culture and operating model quickly and smoothly. You'll work across multiple jurisdictions â€” US, UK, EU and beyond â€” navigating different employment frameworks, regulatory requirements, and cultural contexts. The successful candidate brings deep hands-on experience in M&A people workstreams and thrives in fast-paced, ambiguous environments where no two deals look the same. This role is based in New York and will also provide generalist operational HR support across the full employee lifecycle where needed.

Requirements

Significant experience in a People Partner, HR Business Partner, or People Operations role with direct, hands-on involvement in M&A transactions â€” including due diligence, TUPE, and post-close integration.
Knowledge of TUPE regulations and equivalent transfer-of-employment frameworks across multiple jurisdictions (UK, EU, US at minimum); confident navigating the legal and practical requirements of each.
Proven track record of designing and executing people integration plans for acquired companies, from policy harmonisation and benefits alignment through to cultural embedding.
Expertise in employment law across multiple geographies, with the ability to identify people risk in a deal and advise on mitigation strategies.
Experience partnering with senior stakeholders in high-pressure, time-sensitive deal environments.
Skilled project manager: able to run multiple integration workstreams simultaneously, prioritising effectively and keeping all parties aligned on timelines and deliverables.
Excellent communicator â€” able to translate complex people and legal matters into clear, actionable guidance for leaders and empathetic messaging for employees.
Analytical and commercially minded, with the ability to assess headcount cost, benefits liability, and compensation equity across acquired populations.
Generalist people operations experience, across the full employee lifecycle, in particular for USA.
Experience in fast-paced, scaling, or technology-driven organisations; comfortable with ambiguity and change as a constant.
Demonstrated ability to leverage AI and automation tools to augment workflows and analyse data, with a forward-thinking approach to AI integration.

Responsibilities

Lead the People due diligence workstream for acquisitions â€” assessing headcount, employment contracts, compensation structures, benefits obligations, pending litigation, and people risk across target companies.
Manage TUPE (Transfer of Undertakings) and equivalent transfer-of-employment processes across multiple jurisdictions, ensuring full legal compliance and a positive experience for transferring employees.
Design and execute end-to-end integration plans for acquired teams, covering onboarding, policy harmonisation, benefits alignment, payroll transition, and cultural integration.
Partner closely with Legal, Finance, IT and the M&A team throughout the deal lifecycle â€” from initial stages through to post-close integration milestones â€” providing people insight that informs deal structure and timelines.
Own employee communications for acquisitions: draft communications, FAQs, and integration updates that are clear, empathetic, and on-brand.
Support compensation and benefits benchmarking for acquired entities, making recommendations on harmonisation and identifying cost or equity risk.
Assess organisational design and reporting structures post-acquisition; support leaders through restructuring, role duplication, and change management decisions.
Partner with Founders to ensure they and their teams are set up for success through integration and beyond.
Enhance and maintain scalable M&A People playbooks, checklists, and frameworks that improve our integration capability as deal volume grows.
Provide expert HR advisory support on employee relations matters arising from acquisitions, including redundancy processes, contract changes, and settlement negotiations.
Maintain a data-driven approach â€” tracking integration milestones, attrition risk, and engagement signals for acquired populations and reporting to leadership.
Support on generalist operational HR tasks across the full employee lifecycle, as needed.