Senior Program Manager, Employee Experience M&A

Adobe•San Jose, CA

About The Position

Adobe's Employee Experience (EX) M&A team is responsible for the people-related aspects of all transactions, from initial due diligence through closing and post-acquisition integration. As the volume and complexity of deals have increased, a Senior Program Manager is needed to provide dedicated support for integration workstreams that directly impact the acquired employee experience. These workstreams include change management, culture integration, onboarding, and enablement for leaders, managers, and teams. In this role, you will manage defined workstreams from start to finish, collaborating with existing program leads. This involves designing integration plans, coordinating with various departments, and ensuring execution meets timeline and quality standards. Additionally, you will contribute to developing the processes and playbooks that enable the team to scale its operations.

Requirements

7+ years in HR, with M&A experience focused on integration, change management, or culture work; exposure across all deal phases is ideal.
Hands-on experience designing and delivering change-management or culture-integration programs in a deal context.
Strong data proficiency, including comfort working with employee census and workforce data and HRIS systems (e.g., Workday) to identify trends, flag risks, and inform integration decisions.
Experience designing onboarding programs and delivering leadership onboarding post-close.
Experience designing and acting on employee pulse surveys during periods of organizational change.
Strong facilitation skills—comfortable leading workshops and driving alignment in rapidly changing, ambiguous environments.
Demonstrated ability to develop and deliver clear, well-structured, and impactful executive level presentations that distill complex integration work into insights for senior leadership.
Skilled at partnering with communications and cross-functional teams to align messaging and action.
Strong program management fundamentals; able to independently own workstream mechanics (timelines, tracking, documentation) across concurrent priorities.
Ability to exercise independent judgment and discretion in handling highly confidential, deal-related information.

Nice To Haves

Consulting experience (management, HR, or M&A advisory), bringing a fungible, deploy-anywhere skills the team can apply across transformation work.
Proven ability to thrive in a high-volume, high-pressure environment with competing priorities across multiple time zones and geographies, maintaining quality and composure under tight deal timelines.
Experience with complex-structured, stock, or asset deals.
Experience coaching managers and leaders through significant organizational change.
Breadth to operate as a utility player—able to move across M&A and broader transformation initiatives as priorities shift.
Willingness and ability to travel on short notice to support critical deal moments throughout the transaction lifecycle, from diligence through integration, as deals require.

Responsibilities

Design and lead deal-specific EX change management strategies, including onboarding (leadership onboarding through team onboarding), post-onboarding monitoring, and retrospectives.
Assess cultural gaps between Adobe and target companies, and build practical bridging programs that ease the transition for acquired employees and leaders.
Facilitate onboarding and enablement activities; guide managers and leaders through periods of significant organizational change.
Design and act on employee pulse surveys during organizational change, translating signals into interventions.
Partner with target-company and Adobe leaders to align integration plans, and connect structural design (org and operating model) to the lived employee experience (culture, onboarding, enablement).
Align EX change and culture initiatives with the broader communications strategy so messaging and action reinforce each other.
Coordinate across Corporate Development / Integration, Legal, Finance, ATS/Systems, HRBPs, and business leaders to keep EX integration workstreams on track.
Independently manage workstream mechanics - timelines, tracking, documentation and and prepare clear, executive-level status reporting.
Develop and track integration metrics and pulse-survey signals to measure EX effectiveness and inform leadership decision-making.
Build a network of external standards and industry benchmarks to continuously refine EX M&A playbooks.