Sr. Manager, HR M&A and Integrations

Wiley

2d

About The Position

We're looking for a dynamic M&A professional to join our People Organization as a key architect of how we grow and evolve our business. As Senior Manager, HR M&A & Integrations, you'll be the orchestrator of People-related M&A activities from due diligence through transition completion. You'll work directly with Corporate Development, Finance, Legal, Technology, and C-suite leaders to assess risks, design integration or separation strategies, and ensure seamless transitions for employees. You'll also shape the future of how Wiley approaches M&A by continuously evolving our playbook based on what you learn. This isn't a checklist role - it's for someone who builds bridges across complex stakeholder landscapes and delivers results when the path isn't always clear. M&A and divestitures are critical strategic levers for Wiley. This role directly impacts employee retention, cultural cohesion, deal value realization, and our ability to execute on portfolio strategy. In this role, you'll have direct influence on these outcomes while building a capability that positions Wiley for future growth and evolution.

Requirements

• M&A Experience: Proven experience in HR with significant hands-on M&A experience across acquisitions and/or divestitures
• Project Management Excellence: Proven ability to manage complex, multi-workstream projects with competing priorities and tight deadlines
• Cross-Functional Collaboration: Track record of building credibility and influencing across organizational boundaries
• Problem-Solving Orientation: You see around corners, anticipate issues before they become crises, and develop pragmatic solutions
• Resourcefulness: You figure out how to get things done even when resources are limited or the path is unclear
• Resilience: You stay steady under pressure, adapt quickly to changing circumstances, and maintain momentum through complexity and ambiguity
• HR Functional Expertise: General knowledge of compensation, benefits, HRIS systems, and HR policies across multiple jurisdictions
• Communication Skills: Ability to translate technical HR concepts into business language and deliver messages with clarity and impact, especially during periods of change and uncertainty.

Nice To Haves

• 5+ years in HR with significant hands-on M&A experience across acquisitions and/or divestitures
• Bachelor’s degree

Responsibilities

• Lead Due Diligence & Risk Assessment Conduct comprehensive assessment of People-related risks, opportunities, and integration or separation complexity Analyze compensation, benefits, policies, and organizational structures; identify gaps and design mitigation strategies Partner with Rewards and People Business Partner teams to assess key talent and design retention strategies that protect critical capabilities during transitions Represent the People Organization in cross-functional stakeholder meetings, translating HR complexities into business-focused insights Coordinate people data requests and manage sensitive information with discretion
• Drive Day 1 Readiness Own the integration or separation plan end-to-end from design through execution, managing timelines, milestones, and interdependencies across People Centers of Excellence Collaborate with Rewards to design and implement compensation and benefits integration strategies that balance market competitiveness, internal equity, and cost considerations Coordinate the orderly transfer of employees to acquiring entities, including benefits continuation/changes, final payroll processing, and separation Partner with HRIS and Talent Acquisition to orchestrate offer letter delivery (acquisitions), employment transitions (divestitures), onboarding, HRIS system entry/exit, payroll setup, and benefits enrollment or termination Work with People Business Partners and Change & Communications teams to craft employee communications that build trust and clarity during transitions Partner with Employment Law to ensure compliance with employment laws, transfer regulations (TUPE, WARN, etc.), and contractual obligations in all jurisdictions Anticipate roadblocks, troubleshoot in real-time, and keep transactions moving forward
• Build & Refine Our M&A Capability Establish strong working relationships with Corporate Development, Finance, Legal, Technology, and business leaders to create seamless M&A and divestiture processes Maintain and evolve Wiley's People M&A COE, ensuring it reflects best practices and our unique organizational context Serve as the go-to M&A expert within the People Organization
• Lead Strategic People Projects Take on high-impact special projects within the People Organization, including global benefits initiatives. Provide surge support to Compensation and Benefits teams during peak periods

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Number of Employees: 5,001-10,000 employees