M&A HR Manager


We are looking for high-performing VPs of Engineering for a high-wage fully remote role.  Experienced technical leaders that are able to thrive in a progressive environment apply now.

M&A HR Manager

$ 100k/Year  ($ 50/Hour for 40 hours of productive work per week)  Remote Position   Long-term

If you are an HR leader who enjoys challenging environments, working with executives and top talent from around the world, and can thrive in a fast-paced, ever-changing organization, then this role is for you.

APPLY NOW
 
 
 
 
WHY CROSSOVER?
Crossover recruits and builds world class high performing teams to power the fastest growing portfolio of software products in the world. No other company provides the training and the opportunities to test yourself on the depth and diversity of projects that we do. All roles are location independent so you are guaranteed to work with the best in the world. Challenge yourself. Be part of the change.
 
 
WHAT YOU'LL BE DOING

Supporting group-wide General Managers and Functional Leads, the M&A HR Manager is responsible for all aspects of the human resources function, in conjunction with the Group’s Acquisition and Integration (A&I) activities.

Including but not limited to due diligence & risk mitigation strategies, budgeting, assessment and contract termination of acquired-company staff. Total rewards comparative analysis and harmonization into Group’s policies and practices, and compliance with local employment legal obligations. 

 

ONLINE HIRING EVENT



A hiring event is a scheduled online event where all our relevant testing relating to a role is conducted on the same day. Submissions received during the event are graded the following week, and successful candidates notified if they have progressed to the next round which is an online interview with a Hiring Manager.

 
 
KEY RESPONSIBILITIES

Due Diligence, Integration & Restructuring Planning

Perform HR due diligence associated with Group acquisitions, including:

• Employment terms, conditions, risks & liabilities
• Executive compensation & employment Change in Control provisions
• Review of equity programs & requirements
• Benefits review & comparisons to group benefits
• Assessment of the HR landscape, including workers councils, unions, and other labor bodies
• People functional mapping & plan

In concert with General Managers & Functional Leaders, develop the People Plan associated with each acquisition, including the timeline, budget, and communications strategy for all personnel

Contribute to Day 1 planning

Integration & Restructuring Execution:

• Manage acquired company HR teams
• Execute the project framework developed in the Buy phase of the deal and outlined in the People Plan
• Onboard, integrate and energize personnel from newly acquired companies
• Terminate contracts of acquired talent in accordance with agreed timelines outlined in the People Plan, including all required communication, compensation and compliance with regulatory or labor bodies legal processes
• Prepare communication and consultation materials for acquired companies, where required
• Negotiate with international work councils and governing bodies to fulfill restructuring objectives, including negotiating severance and social plan arrangements with work council and governments
• Wisely navigate problems that arise in executive employment scenarios

Harmonize benefits of acquired teams to ESW standard benefits & HR playbooks

Identify risk factors and contingency plans for organizational restructuring, while communicating project status and critical risk factors to the leadership team. Escalate issues as necessary to adjust the project scope, resources, budgets, or timelines, while observing all global compliance and regulatory guidelines

Post-Acquisition Requirements

Ensure all legacy HR records are properly stored in ESW central repositories

Ensure all HR data is successfully migrated to ESW systems, where required

Ensure legacy payroll is shutdown

Ensure legacy 401k and/or pension schemes are successfully shut down or migrated to ESW

 
CANDIDATE REQUIREMENTS

Required experience and education:

5+ years of M&A HR and operational experience, the majority within an ERP framework

US and Global restructuring experience - particularly restructuring European companies and familiar with the European business and legal landscape

The ideal candidate would be bilingual in English and French or German

The ideal candidate would have some strategy or management consulting experience rather than solely corporate experience

This role may be a great fit if:

You are fearless in making and executing people decisions based on what best enables ESW’s business and growth strategy

You are a driven individual who displays a high level of initiative, capable of encouraging collaborative leadership to motivate and inspire large and diverse teams

You have great people management skills, and are able to interact with and influence peers, managers, executives

You are able you to build strong professional relationships

You have strong project management skills and are able to meet aggressive timelines, within budget

You are self-motivated and can perform in a remote, 100% distributed and remote work environment. All business & A&I teams are located around the globe and work in virtual teams

 
 
WHAT YOU WILL LEARN
 

Continuous Improvement: With our culture of setting SMART goals, you will receive candid feedback weekly, instead of waiting for quarterly or annual reviews This will allow you to take timely corrective actions for your overall learning and development.

You will be exposed to a variety of corporate cultures across the Globe, learn new best practices and tools, develop your HR expertise.

Questions
and Answers

  • Who do I have to work with on the project?

    HR Manager has to ensure timely and proper interaction with all the respective functional leads, General Manager of the acquiring business, Integration team and the legacy management.

  • How does success look like for my role?

    Successful performance means a minimum or no financial risks and zero legal implications upon deal close and integration completion (HR related)

  • What are the standard working hours?

    We expect 40 hours per week. Specific log in time slots may depend on the geography of your deals and necessity of face to face online meetings

 
 
 
FAQs