HR Manager, Corporate (M&A and HR Transformation)

The HR Manager for PremiStar is responsible for managing HR programs and initiatives for the corporate employee population and supporting growth through acquisitions. This role will lead talent management processes, support employee relations matters, as well as partner with business leaders and the M&A team to conduct due diligence and drive post-deal HR integration activities for all mergers and acquisitions. Additionally, this role will lead HR Projects focused on transforming the PremiStar HR organization and people first culture including HR best practices, engagement initiatives, and talent management strategies. 

Essential Duties and Responsibilities: 

The incumbent may be asked to perform other function-related activities in addition to the below mentioned responsibilities as reasonably required by business needs. 

HR Business Partner 

• Partner with corporate functional leaders to provide coaching and execution of talent management strategies, including performance management, succession planning, and career development initiatives.
• Analyze talent data and provide insights to guide decision-making and improve employee engagement and retention.
• Serve as the primary HR contact for corporate employee relations matters, providing guidance to leaders and employees on policy interpretation, performance concerns, workplace issues, and conflict resolution.
• Conduct thorough and timely investigations into employee complaints, ensuring fair, consistent, and compliant resolution.
• Maintain awareness of HR best practices, employment law changes, and compliance requirements to mitigate organizational risk.
• Partner with VP, Total Rewards to conduct job evaluations and market pricing using survey data to recommend salary ranges and pay adjustments. 

M&A Diligence and Integration 

• Lead HR due diligence for prospective deals, assessing culture, organizational structure, talent, risks, and alignment with company values.  
• Partner with Total Rewards team to assess compensation and benefits programs and develop integration strategy and model cost impact.
• Partner with the M&A team, HRBPs, functional HR leaders, Regional Presidents, and other cross-functional stakeholders (Finance, IT, Operations) to align business needs with HR considerations pre- and post-acquisition.
• Develop and execute comprehensive HR integration plans focused on talent retention, organizational alignment, HR systems/process harmonization, and cultural assimilation.
• Partner with assigned HRBP to create and execute plan to transition the acquired business to assigned HRBP for on-going HR support.
• Conduct cultural assessments to identify synergies and potential misalignments, recommending targeted integration strategies and solutions.
• Collaborate with senior HR leadership to set synergy targets, establish KPIs, and determine resources needed for integration success.
• Create and manage detailed integration project plans, track milestones, mitigate risks, and hold teams accountable for deliverables.
• Serve as the primary HR integration point of contact, ensuring clear communication, alignment of objectives, and escalation of issues as needed.
• Train and coach local HR teams on corporate HR processes, systems, and policies to ensure smooth transitions.
• Provide regular status updates and reporting to Senior Leadership and acquired businesses on integration progress and outcomes.
• Continuously evolve HR diligence and integration playbooks, incorporating lessons learned and industry best practices to improve future transaction execution. 

HR Transformation 

• Provide leadership and project management to HR Transformation Projects that will help build People First Culture across entire organization (i.e. Talent Management Programs, Engagement Survey, etc.).
• Assist in any HR system implementations or related enhancements.
• Participate in a wide variety of special projects and compile a variety of special reports.
• Ensure clear and strategic communication across all levels of the organization, ensuring alignment between leadership, employees, and HR transformation projects.
• Support the development and maintenance of salary structures, pay bands, and compensation guidelines. 
   

Qualifications: 

Education 

• Bachelor’s degree preferred. Associates degree required.
• Specific Area of Study: Business Management, Human Resources, Project Management, Leadership, Change Management 

Experience: 

• 7+ years of progressive HR experience, with a minimum of 3 years in a corporate HR generalist or