Sr. Director, Hr M&A

Position Description
The Human Resources M&A Lead is director level position responsible for ensuring due diligence efforts of corporate transactions, specifically merger, acquisition, divestiture, and joint venture arrangements are well aligned to the enterprise People strategy. In partnership with the business unit HR leader responsible for integration efforts, the HR M&A Lead will serve as the point person for the HR function and be responsible for all aspects of the integration, including but not limited to, project management, people and systems strategy, compensation, and benefits. They will serve as the subject matter expert on all matters pertaining to people strategy in transactions. Additionally, they will lead the end-to-end implementation of key total rewards programs. This senior leader will work in a team environment as a key member of a broader M&A cross-functional team, which includes HR, the business unit, corporate strategy, finance, accounting, legal, risk management, compliance, and IT teams, as well as with external partners.
Key Responsibilities

• Capitalizing on existing plans, establish a best-in-class HR Integration CoE aligned to Enterprise processes

• Design standard processes to efficiently execute mergers,acquisitions, divestitures and reorganizations on behalf of thehuman resources organization
• Design and coordinate the governanceprocess for the integration efforts, roadmap and kick-off activities.
• Craft and communicate the integration team charter.

• Establish proper knowledge management practices to ensure there is a repository of McKesson’s efforts related to the People strategy

• Influence and align to the integration master plan and complete all associated activities, with tight collaboration with the business teams and enabling functions.

• Develop and maintain an integrated plan
• Facilitate the identification of cross-program interdependencies, including the recommended sequencing and resourcing of those interdependencies to optimize value.
• Oversee the development of metrics and performance against those metrics.

• Support budget and workforce planning efforts, including selecting vendor partners, managing RFPs, SOWs, and COs with vendor partners and consultants.

• Execute the integration activities

• In partnership with the HR business partner, advise business leadership on people strategy as it relates to the impact of mergers, acquisitions, divestitures, and joint ventures on organizational design.
• Deliver strategic thought leadership in partnership with humanresources business partners and business leaders to enablesuccessful people outcomes;
• Apply consistency in approach and philosophy to the peoplestrategy, utilizing procedures that are proven to drive successfulpeople outcomes;

• Maintain tight communication with the broad team and key stakeholders from project initiation to transaction close as it relates to HR programs and policies.
• Leverage adaptable tools, such as operating procedures, projectplans and templates to project manage transactions end-to-end
• Evaluate health and welfare programs, as well as HR policies (e.g., paid time off, vacation), to assess liabilities associated with programs.
• Conduct side-by-side financial analysis to identify issues and advise on solutions; validate financial business case and cost assumptions as they pertain to human capital.
• Quantify areas of HR risks and opportunities – e.g., labor expenses, severance, benefits, employee relation issues and culture.

• Execute against the plan in ways that ensure the work is highly coordinated, running efficiently, and being implemented in a way that maximizes organizational commitment to the future state.
• Assemble and share an integrated view of the health of the integration, including risks, decisions, and issues requiring attention, facilitate the development of effective risk mitigation strategies, and oversee the implementation of those strategies once approved.
• Oversee day-to-day operations of the full team.
• Develop and routinely update centralized HR M&A resources.

To qualify for this role you must have:

• 5+ years of experience with financial analysis
• Experience in a large, complex, matrixed organizations
• Working knowledge of Talent management philosophies and practices
• Experience leading multiple integrations
• 8+ years of experience working on M&A transactions, preferably with an HR focus

• Ability to interpret internal or external issues and recommend solutions based on best practices
• Familiarity with M&A legal documents (e.g., purchase agreements)
• Strong organizational skills and project management experience with ability to manage several time-sensitive projects at one time with minimal direction
• Working knowledge of compensation programs, including short-term and long-term incentives
• Working knowledge of healthcare benefits and retirement programs

• Demonstrated analytical and problem-solving ability, willingness to probe into various business scenarios
• Strong verbal and written communication skills
• Ability to navigate in an unstructured environment, with guidance in only the most complex situations
• Superior attention to detail

To be successful in this role you must be able to:

• Direct the work of others – solid and dotted line – by providing direction, delegating, and removing obstacles
• Make complex decisions shaped by data and stakeholder needs
• Improve business performance in the context of business and financial conditions, tightly linked to the business strategy, mission, vision, and values
• Attract, evaluate, select, and develop diverse, high caliber talent to meet current and future business needs
• Plan and prioritize work to achieve organizational goals

• Assess and maneuver through complex processes, policies, and organization dynamics
• Operate with enthusiasm to take on new opportunities and tackle tough challenges
• Tailor your communication style to work well with stakeholders at all levels in the organization
• Build trusted partnerships to work with others on shared objectives
• Influence people through effective communications, persuade with data, build commitment and support of others

• Demonstrate resiliency and situational adaptability

At McKesson, we care about the well-being of the patients and communities we serve, and that starts with caring for our people. That’s why we have a Total Rewards package that includes comprehensive benefits to support physical, mental, and financial well-being. Our Total Rewards offerings serve the different needs of our diverse employee population and ensure they are the healthiest versions of themselves. For more information regarding benefits at McKesson, please click here.
As part of Total Rewards, we are proud to offer a competitive compensation package at McKesson. This is determined by several factors, including performance, experience and skills, equity, regular job market evaluations, and geographical markets. In addition to base pay, other compensation, such as an annual bonus or long-term incentive opportunities may be offered.
Our Base Pay Range for this position
$163,800 - $273,000
McKesson is an Equal Opportunity/Affirmative Action employer.
All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, sex, sexual orientation, gender identity, national origin, disability, or protected Veteran status.Qualified applicants will not be disqualified from consideration for employment based upon criminal history.
McKesson is committed to being an Equal Employment Opportunity Employer and offers opportunities to all job seekers including job seekers with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, please contact us by sending an email to [email protected]. Resumes or CVs submitted to this email box will not be accepted.
Current employees must apply through the internal career site.
Join us at McKesson!