People Business Partner, Workday

• Business-First HR Leadership: 12+ years of HR experience supporting executive clients in high-growth technology environments, with proven expertise in M&A integration (Product & Tech experience preferred)
• Strategic & Tactical Agility: A hands-on professional who seamlessly balances high-impact strategic planning with the detailed execution of daily HR programs and tactics
• Collaboration & Stakeholder Management: Highly collaborative and humble team player who builds strong relationships, manages diverse stakeholders, and thrives on feedback and open learning
• Influence & Change Leadership: Exceptional influencing and coaching skills, with the agility and flexibility to guide leaders through organizational design, change management, and evolving environments
• Data-Driven Problem Solving: Strong analytical skills with a proven track record of using data to solve complex organizational and operational challenges
• Travel Requirements: Ability to travel up to 20% as needed for M&A engagements

Desirable

• This is an amazing opportunity for a Senior HR professional to join the People & Purpose (P&P) M&A team to further develop people experience M&A strategy that will define how we onboard and integrate our acquired talent, and realize deal value through effective talent strategies
• In this role, you will be responsible for collaborating with Deal Executive Sponsors, the P&P M&A team and People Business Partner teams, the Integration Management Office, and the Corporate Development teams from pre-acquisition through integration/mainstreaming. This role will have the ability to both lead all aspects of talent-related diligence and smoothly transition to end-state People Business Partner to own future state activities
• M&A Diligence & Integration Strategy: Develop and execute frameworks and responsibility matrices for all phases of M&A people talent activities - from initial diligence and close (talent mapping, compensation) to post-close integration and large scale structural organizational design (including functional integration & hiring plans and growth strategies) along with related change management activities
• Cross-Functional Partnership: Partner closely with Corporate Development, the Integration Management Office, People Business Partners (PBPs), and Centers of Excellence (COEs) to plan and execute seamless, scalable, and programmatic M&A talent initiatives (job leveling / mapping, org design, etc.)
• Talent Agenda & Culture Alignment: Leverage a deep understanding of business strategy to build short- and long-term talent agendas for acquired organizations, partnering with founders and leaders to drive cultural alignment, employee experience goals, and key talent retention
• End-to-End Transition & Handover: Act as the central connective tissue for acquired companies during the incubation period, ensuring a seamless transition into standard people practices (performance, compensation, leadership planning) and executing formal handovers - complete with critical documentation and deal context - to end-state PBPs
• Data-Driven Decisions & Problem Solving: Gather and analyze people-related deal metrics (e.g., retention, employee sentiment) to proactively identify downstream risks, tell a compelling data story, and implement customized, proactive solutions
• Flexible Deal Support & Change Management: Ability to provide flexible, hands-on support to the broader P&P M&A team as needed across standard diligence workstreams (benefits, global mobility, etc.) post-Close workmate integration and integration, and change management