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Senior Manager, Human Capital M&A
2 months ago
Oliver Wyman is a global leader in management consulting. With offices in more than 70 cities across 30 countries, Oliver Wyman combines deep industry knowledge with specialized expertise in strategy, operations, risk management, and organization transformation. The firm has more than 7,000 professionals around the world who work with clients to optimize their business, improve their operations, and risk profile, and accelerate their organizational performance to seize the most attractive opportunities. Oliver Wyman’s thought leadership is evident in our agenda-setting books, white papers, research reports, and articles in the business press. Our clients are the CEOs and executive teams of the top Global 1000 companies.
Visit our website for more details about Oliver Wyman: www.oliverwyman.com
Job Overview:
As we continue to grow our business through acquisitions it is critical to ensure we have a team in place to support the full deal and integration activities. As such, we are expanding our M&A capabilities within the Human Capital (HC) team and are seeking a highly skilled HC professional to join our team as a Senior Manager focused on leading M&A HC activities and other special projects as needed.
In this role, you will be responsible for leading all HC related activities with an acquisition including due diligence, integration planning, communication, and post-close integration. You will collaborate and work closely with other departments across the organization including Legal, Finance, Compensation, IT, Mobility and Corporate Development. The HC M&A team is responsible for understanding the target business and OW leadership’s vision of the deal to advise on best practices for integrating talent, aligning HR policies, and managing benefit plan and payroll integrations. You will serve as the HC contact within the deal team on HR strategies, policies, and procedures to streamline business operations ensuring a coordinated, strategic and compliant approach that helps achieve the objectives of the deal activity while providing an excellent experience for the new organization. Manage multiple acquisitions at a time in various phases, and work with the Americas’ HC team on integration execution, engaging different resources when needed.
This is a hybrid role that requires 3 days per week in the office. There is no option to be fully remote.
Key Responsibilities:
- Responsible for HC strategy and communications for each diligence and integration activity.
- Lead HC due diligence efforts for M&A transactions, including:
- Determine which HC team members need to be engaged in due diligence activities and at the appropriate times.
- Ensure employment contracts of the target company's employees are assessed to understand the terms and conditions of their employment. This includes reviewing compensation, benefits, non-compete agreements, and any other relevant clauses.
- Oversee HC colleagues responsible for evaluating the target company's employee benefits and compensation programs to identify any potential issues or discrepancies. This includes analyzing health insurance plans, retirement benefits, stock options, and other forms of compensation.
- Identify any potential HC-related risks or liabilities that may arise from the acquisition and propose solutions. This includes assessing the target company's HC practices, employee relations issues, and any pending or potential legal claims.
- Engage relevant HC colleagues to conduct a thorough review of the target company's HR policies and practices to ensure compliance with applicable employment laws and regulations. This includes assessing areas such as equal employment opportunity, anti-discrimination, and wage and hour compliance. Review findings and propose recommendations to OW deal leadership team.
- Consolidate the Human Capital due diligence report and findings inclusive of all people/human capital operations related topics.
- Work with the Inclusion Diversity and Belonging Assess the cultural fit in between the acquiring company and the target company's employees. This involves understanding the target company's values, inclusion and belonging stance, work environment, and employee engagement levels to determine the potential impact on the integration process.
- Partner with relevant deal PMO team to ensure OW deal leadership team are aware of any key HC due diligence concerns and topics that require decision making.
- Based on the findings from the due diligence process, responsible for overseeing the implementation of HC integration and post-deal plans. These plans outline the steps and timelines for integrating the target company's HC systems, policies, and practices with those of the acquiring company ensuring a smooth transition for employees.
- Play a key role in integrating HC processes, policies, and systems across the merging entities. This includes aligning talent management views, compensation and benefits programs, harmonizing performance management processes and systems, and ensuring compliance with employment regulations engaging Legal and Mobility where necessary.
- Responsible for overseeing that all target company employees being acquired have required employment packages confirmed and developed. Identify key concerns.
- Engage relevant OW Talent Management, Compensation and Mobility teams in developing future employment terms for new employment terms.
- Ensure compliance with all federal and state employment laws and regulations throughout the M&A process.
- Collaborate with cross-functional teams to align HR strategies with overall business objectives to ensure newly acquired employees have smooth handoff to HC once integration is complete.
- Provide guidance and advise to senior leadership on HC related matters during M&A deals.
- Manage HC’s review and response of deal related documents/requests including review of legal documents (eg asset or stock purchase agreements), responding to any deal team questions (eg from the deal PMO team or other department workstreams).
- Communicate to stakeholders in a timely, concise, clear, and action-driven manner to maintain visibility, relationships, and effectiveness of work.
- Create and enhance templates, checklists, playbooks, and other resources to increase consistency, thoroughness, compliance, and efficiency of diligence and integrations for both stock and asset purchase transactions.
- Continuously seek feedback and identify and implement ways to improve how we perform diligence and integration activities, including but not limited to creation and delivery of training for relevant HC groups.
- Play a vital role in ensuring the successful integration of employees and HC processes during the M&A process. Your expertise in M&A, change management, HC integration, employee engagement, and data-driven decision making will be critical in driving the desired outcomes and contributing to the overall success of the organization.
- At times of lower deal activity, work closely with SPTM regional leader on special projects. This may include global and regional HC related projects.
Experience Required:
- Bachelor’s degree in human resources, Business Administration, or related field.
- Experience working in professional services or financial services or multi-national corporate environment.
- 6+ years of in-depth experience with HR M&A and integration activities.
- 8+ years of experience in human resources, law, or other related field as outlined in the essential duties.
- Knowledge of federal, state, and local employment laws and regulations
- Knowledge of acquisition and integration concepts, practices, and procedures
- Knowledge of benefit and compensation programs and related compliance matters
Skills and Attributes:
- Ability to lead multiple complex, time-sensitive initiatives and deliver high quality, timely results with a focus on detail.
- Strong interpersonal and communication skills. Ability to build close working relationships and establish trust, communicating complex HC concepts in a clear and concise manner to ensure an inclusive environment. Ability to cultivate robust and meaningful relationships to serve as a trusted HC advisor to employees and managers.
- Demonstrated ability to work well under the pressure of deadlines, unpredictability, and multiple priorities.
- Strong business acumen and analytical thinker, highly motivated by growth objectives.
- Unquestioned integrity, credibility, and judgment and ability to foster a transparent, open culture.
- Expertise in change management principles and practices, including communication, stakeholder engagement, and managing resistance to change.
- Collaborator with an ability to work well both independently, and in a team environment, and excellent at working cross-functionally with other business departments.
- An ability to work with highly confidential, complex and sensitive HC matters in an objective manner while using the lens of the firm’s culture, values and inclusion, diversity and belonging perspective.
The applicable base salary range for this role is $158,000 to $226,000.
The base pay offered will be determined on factors such as experience, skills, training, location, certifications, education, and any applicable minimum wage requirements. Decisions will be determined on a case-by-case basis. In addition to the base salary, this position may be eligible for performance-based incentives.
We are excited to offer a competitive total rewards package which includes health and welfare benefits, tuition assistance, 401K savings and other retirement programs as well as employee assistance programs.
