Senior Director, Employee Relations and M&A

Senior Director, Employee Relations and M&A

Let’s be unstoppable together!

At Circana, we are fueled by our passion for continuous learning and growth, we seek and share feedback freely, and we celebrate victories both big and small in an environment that is flexible and accommodating to our work and personal lives. We have a global commitment to diversity, equity, and inclusion as we believe in the undeniable strength that diversity brings to our business, employees, clients, and communities. With us, you can always bring your full self to work. Join our inclusive, committed team to be a challenger, own outcomes, and stay curious together. Circana is proud to be Certified™ by Great Place To Work®. This prestigious award is based entirely on what current employees say about their experience working at Circana.

Learn more at www.circana.com.

What will you be doing?

We are seeking an experienced Senior Director to lead our global employee relations, policy and M&A practices within our People Operations, Technology and Transformation organization. The ideal candidate will have a strong background in managing complex employee relations issues, developing, and implementing policies, and leading HR due diligence/integration activities for mergers and acquisitions. This role requires a proactive approach to planning, problem-solving, risk mitigation, excellent communication skills, and a deep understanding of global employment laws and best practices.

Job Responsibilities

Employee Relations Management

• Serve as the main point of contact for supporting employee relations matters, offering guidance on performance improvement, complex employee scenarios, separations, and other related matters.
• Work with HR Business Partners to identify and handle employee relation issues and grievances while exercising solid judgment and discretion, ensuring a collaborative approach with matrixed stakeholders.
• Lead and maintain a thorough and well-documented investigation process by gathering and documenting evidentiary material.
• Develop professional, comprehensive, unbiased written reports that include a summary of facts and recommended next steps.
• Track and analyze employee relations metrics to identify trends and areas for improvement.
• Develop resources and tools (investigation protocols, complaint acknowledgment forms, summary reports, PIP templates, etc.) to support effective employee relations practices.

Policy Development and Implementation

• Develop, review, and update employee policies and procedures to ensure compliance with legal requirements and alignment with company behaviors.
• Stay current with federal, state, and local employment laws and regulations.

M&A

• Conduct comprehensive HR due diligence on target companies, focusing on workforce composition, organizational structure, compensation, benefits, labor relations, and compliance with employment laws.
• Identify potential risks, including labor disputes, retention issues, and costs related to benefits and severance.
• Asses cultural alignment and potential impact on employee engagement, retention, and morale.
• In partnership with HRBPs and HR COES, develop and execute an HR integration plan aligned with the overall M&A strategy, ensuring smooth transition in organizational structure, culture, and process.
• Collaborate with internal stakeholders to design change management, communication, and employee engagement strategies.
• Monitor post-acquisition HR performance, track key integration milestones, and adjust strategies as necessary to ensure successful HR integration.
• Provide regular updates to senior leadership and IMO on the progress and impact of HR activities within the M&A process.
• Develop an M&A playbook to enable a scalable and repeatable process for executing M&A due diligence and integration efforts.

Team Leadership

• Develop and manage HR Operations team members aligned to the ER and M&A function.

Requirements

• 8+ years of progressive HR experience with at least 3 years of HR M&A experience including expertise in due diligence.
• 5+ years of experience in an employee relations function with solid, working knowledge of relevant employee relations best practices, and hands-on experience leading internal workplace investigations.
• 3+ years of experience in people leadership, including managing teams, mentoring, or coaching, OR equivalent experience in roles requiring significant collaboration, influence, and team development.
• In-depth knowledge of employment laws and regulations.<