Strategic HR Business Partner - Mergers & Acquisitions (Teradyne, North Reading, MA)

Teradyne•North Reading, MA

9d•$150,100 - $240,200•Onsite

About The Position

Teradyne is seeking a Strategic HR Business Partner, M&A, to serve as the dedicated HR lead and single point of accountability for the people dimension of acquisitions, investments, and strategic transactions. The role spans early-stage due diligence through deal close and post-close integration, operating in a confidential, fast-moving, highly matrixed global environment. It advises senior and executive leaders and partners with M&A leads in Legal and Finance, Corporate Development, and HR Centers of Excellence. The role reports to the Senior HR Business Partner for Test & Corporate Groups. The position identifies people-related risks and value drivers before deals are signed and leads HR integration planning so the combined organization is ready on Day 1 and beyond. It also develops and improves the company’s M&A HR playbook, processes, templates, and governance, and applies analytics and AI-enabled tools to workforce assessment, deal comparison, and reporting. The role is based in North Reading, Massachusetts, and Teradyne is considering only candidates local to the position location. Relocation is not provided, and the position is not eligible for visa sponsorship. Domestic and international travel may be required as needed.

Requirements

Bachelor’s degree required.
At least 10 years of progressive HR experience.
Direct, hands-on involvement in multiple M&A transactions from due diligence through post-merger integration.
Working knowledge of employment law, compensation and equity structures, benefits, labor relations, and cross-border transactions across multiple jurisdictions.
Strong business and financial acumen, including the ability to connect people considerations to deal value and synergy models.
Proven project-management skills and ability to manage multiple concurrent workstreams under tight timelines in a confidential, fast-moving, highly matrixed global environment.
Excellent judgment, discretion, communication, negotiation, and stakeholder-management skills, including the ability to advise and influence senior executives and cross-functional teams without authority.
Strong analytical skills and ability to synthesize quantitative data and qualitative input into clear, actionable recommendations.
Ability to travel domestically and internationally as needed.
Must be local to the position location; relocation is not provided.
Not eligible for visa sponsorship.

Nice To Haves

Advanced degree in Human Resources, Business, or Law.
M&A experience within a technology or semiconductor company.
Experience with AI-enabled tools and analytics to improve efficiency and decision-making.

Responsibilities

Lead the HR workstream for target evaluations, assessing organizational structure, leadership and key talent, compensation and equity, benefits and pension obligations, employment agreements, labor relations and works councils, immigration, and workforce compliance.
Identify, quantify, and communicate people-related risks, liabilities, and cost synergies, and make recommendations to deal teams and executive leadership.
Assess cultural compatibility and retention risk and recommend retention, incentive, and key-talent strategies.
Partner with Legal, Finance, Tax, and Corporate Development on deal structuring, people-related purchase agreement provisions, and valuation inputs; coordinate external advisors and local counsel as needed.
Maintain deal confidentiality and manage access to sensitive employee information in compliance with applicable data privacy and securities regulations.
Develop and execute the HR integration plan, including Day 1 readiness and the 100-day plan, aligned with the cross-functional integration program.
Lead organization design, role mapping, leveling, and workforce decisions, including redeployment and, where required, restructuring in accordance with local law and consultation requirements.
Partner with HR Centers of Excellence and regional HR teams to harmonize compensation, benefits, equity, policies, and HR systems and processes, including HRIS, payroll, and onboarding.
Design and deliver employee communications and change-management plans, and coach acquired-business leaders through the transition.
Serve as the primary HR contact for the acquired business after close; track retention, engagement, and integration milestones, and report progress and synergy realization to leadership.
Build and continually improve the M&A HR playbook, due diligence checklists, integration templates, and scorecards.
Capture lessons learned after each deal and apply AI-enabled tools and analytics to workforce assessment, deal comparison, and reporting.
Represent HR on M&A governance forums and provide visibility into the pipeline, resourcing, and readiness.
Partner with HR Business Partners supporting the acquiring business unit, who retain ongoing business partnership after integration is complete.