Talent M&A Manager

RSM•Minneapolis, MN

About The Position

The Merger & Acquisition (M&A) Human Resources Business Partner will serve as a secondary liaison across the talent organization and corporate development teams from initial due diligence to coordinating with centers of excellence to ensure a successful due diligence and transition through integration process. The manager will work with the Deputy Chief Talent Officer and the potential merging firm by building relationships, participating in cross-functional teams, and coaching them on HR matters throughout the transaction process. The manager will work with the Deputy Chief Talent Officer in communicating and managing expectations and deliverables with the deal team, the merging firm, and the talent organization. The right candidate will possess a HRBP background with demonstrated experience managing simultaneous initiatives using data to drive strong problem-solving skills and integrative thinking. This candidate should have strong attention to detail, risk mindset and the ability to adapt to a dynamic environment are essential to succeeding in this role. Due to the nature of this role and the global impact, the ideal candidate will be able to flex hours to work during non-standard business hours as necessary.

Requirements

HRBP background with demonstrated experience managing simultaneous initiatives using data to drive strong problem-solving skills and integrative thinking
Strong attention to detail
Risk mindset
Ability to adapt to a dynamic environment
Ability to flex hours to work during non-standard business hours as necessary
1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships

Responsibilities

Manage the completion of the HR activities in the due diligence phase
Applies knowledge of RSM firm policies and philosophies, employment law, and gains understanding of merging firm’s policies and philosophies and compliance with them
Reviews data transaction materials and identifies similarities and differences in policies and philosophies
Help identify potential deal breakers with the Deputy Chief Talent Officer Director and work with leadership and applicable COE to find creative solutions to resolve differences, while maintaining the objective of consistency with firm policies and practices
Leverage appropriate national and regional internal resources during due diligence process
Works to identify target firm employees who should not transition to RSM for reasons of performance and/or role redundancy
Assist in the production of the HR due diligence report
Project manage the multiple work streams in the due diligence process to ensure achievement of deadlines. Create and execute project plans and communicate project status
Builds relationships with internal leadership team, COE teams, and merging firm leadership
Identify and assist in resolution of conflicts that arise during acquisition or divestiture activities
Works with the Deputy Chief Talent Officer as a liaison between deal team, internal COEs and the talent organization by ensuring data documentation from merging firm is obtained and available to internal teams for review
Provides pre-deal and post-deal advice across a number of areas within HR
Collaborates with COEs and leadership team to provide timely and effective communication to deal team and talent leaders throughout entire process
Carries best practices and learnings from deal to deal working with differing regional teams
Manage the facilitation of talent related M&A activities both in due diligence, transition to implementation, and divestitures
Responsible for overall project management of all talent related M&A activities including transitioning from due diligence to integration. Create and execute project plans and communicate status.
Plans work according to approved milestone dates and assists in holding team members accountable to the timely completion of identified milestone activities
Works across the firm by participating in cross-functional teams, coaching them on HR matters throughout the process
Takes an active role in M&A meetings and calls
Coordinates with Deputy Chief Talent Officer and other stakeholders on deliverables and meeting timelines, such as communication plans, announcement dates, offer letter delivery, celebratory and educational events, etc. for the merging firm employees and leadership
Ensures process standardization and propose automation where possible
Gains understanding of talent processes (performance management, compensation, payroll, benefits, talent acquisition, Learning & Development, etc.) and the interdependencies that exist with other functions (i.e. IT, finance, accounting, marketing, communications, etc.) throughout the firm
Assists in the development and continuous improvement of the talent process documentation
Other duties as assigned