Sr. Manager, HR Business Partner - M&A

Vertiv•Westerville, OH

About The Position

We are seeking a strategic Human Resources Business Partner with deep experience in mergers & acquisitions and enterprise transformation to join our organization. In this role, you will serve as the HR leader supporting inorganic growth and large-scale business transformation initiatives. You will partner directly with senior executives, Corporate Development, Finance, and functional leaders to ensure organizational readiness across the full M&A lifecycle—Identification, Due Diligence, and Integration—while driving structural and cultural transformation within the business. This role requires strong business acumen, operational rigor, change leadership capability, and the ability to translate complex deal dynamics into disciplined people strategies that accelerate value creation.

Requirements

Minimum of 8–10 years of progressive HR experience, including significant experience supporting M&A, integration, or enterprise transformation initiatives.
Demonstrated experience leading HR due diligence and/or post-merger integration efforts.
Strong business and financial acumen, with ability to connect workforce decisions to value creation and cost discipline.
Proven experience in organizational design, workforce planning, and change leadership.
Excellent executive presence and ability to influence senior stakeholders.
Proficiency in Microsoft Office (Excel modeling capability strongly preferred).
Fluency in English.

Nice To Haves

Experience supporting global, multi-regional transactions.
Exposure to complex, matrixed organizations or Fortune 500 environments.
Strong analytical and project management skills in high-ambiguity environments.
Ability to operate effectively under compressed timelines and high-stakes conditions.
Willingness to travel and support deal-related activities as needed.

Responsibilities

M&A Strategy & Due Diligence
Partner with Corporate Development and senior leadership to support M&A target assessment, including organizational health, talent quality, leadership capability, labor risks, and cultural compatibility.
Lead HR due diligence activities, including workforce analytics, talent retention risk assessment, compensation and benefits evaluation, labor liabilities, and synergy planning.
Provide data-driven insights to inform deal valuation, integration planning, and Day 1 readiness.
Integration Leadership
Lead HR integration planning and execution across acquired businesses, ensuring alignment of structure, talent, culture, and operating model.
Design and execute integration roadmaps covering organization design, workforce planning, leadership selection, compensation harmonization, and talent retention strategies.
Drive Day 1 readiness, communications strategy, and stakeholder alignment to ensure business continuity and minimize disruption.
Partner cross-functionally to deliver synergy targets and organizational efficiency objectives.
Organizational Transformation
Support enterprise transformation initiatives including restructures, operating model redesign, delayering, and capability evolution.
Lead spans & layers assessments, workforce optimization, and role clarity initiatives to improve organizational effectiveness.
Facilitate cultural transformation and leadership alignment during periods of structural change.
Develop and execute change management strategies to accelerate adoption and performance outcomes.
Talent & Leadership Strategy
Identify critical roles and succession risks within integration and transformation contexts.
Develop leadership selection frameworks and talent assessment processes to support post-merger organizational design.
Implement retention strategies for high-impact and high-risk talent during transitions.
Coach leaders through ambiguity, change, and integration complexity.
Analytics, Risk & Governance
Use workforce data, scenario modeling, and HR analytics to identify risks, cost opportunities, and integration synergies.
Ensure compliance with global labor laws, employment regulations, wage & hour standards, and safety requirements during transitions.
Partner with Legal and Finance to manage employee-related liabilities and regulatory requirements in transaction environments.
Stakeholder & Executive Partnership
Serve as a trusted advisor to global executives during deal cycles and transformation initiatives.
Influence decision-making by presenting clear organizational options, risk assessments, and impact analyses.
Coordinate HR communications during major change initiatives to maintain transparency and engagement.