Principal Business Partner, Strategic Workforce Planning - Mergers & Acquisitions

Minneapolis, Minnesota, United States
Nov 29, 2017
Dec 23, 2017
Human Resources
Employment Status
Full Time


This position is responsible for

•Leading the HR M&A lifecycle from assessing opportunities through due diligence, integration planning and integration execution. Provides strategic and tactical consulting, in partnership with the HRLT, Corporate Development, and Legal teams. Provides partnership and advice to the leader of Corporate Development to maintain focus on the organization's talent, HR governance and compliance, and employee engagement across the business. Acts as the liaison for the HR and Corporate Development teams

•Ensuring we continually have the right structures and the right capabilities, at the right cost, needed to propel the growth strategies of the business. The individual in this position will partner with HRG and Business on organization design engagements, monitoring key organizational metrics and conducting organization design reviews

About This Opportunity

Use your skills, experience and talents to be a part of groundbreaking thinking and visionary goals.  As a Principal Business Partner, SWP - M&A, you'll take the lead as you…

•Leads overall M&A work for HR including but not limited to assessing opportunity, due diligence, closing, integration and transitioning to run state

•Identifies and engages the appropriate HR resources to conduct due diligence, assigning roles and responsibilities appropriately

•Advises Officer of Corporate Development on HR considerations to assess strategic fit of each acquisition

•Builds the framework and develops the strategy for the HR components of M&A, including the development of portfolio tools, approaches, and playbook

•Provides guidance to the Corporate Development team as they develop an all-inclusive M&A playbook for Target

•Develops the HR strategy for each acquisition (including acquihires, partnerships, acquisitions), including level of integration of acquisition team members and level of oversight as related to day-to-day operations

•Develops and manages the HR Roadmap for each acquisition, which includes managing execution of day-to-day issues, tracking progress, risk mitigation, stakeholder engagement and resolving roadblocks

•Drives strategic alignment among the LT as related to key HR components of each acquisition (i.e., what capability is each acquisition driving/enhancing for Target, and what's the associated org design to derive the most value from the acquisition?)

•Aligns and updates HR leadership team on M&A work

•Primary HR contact for acquisition leadership from due diligence through integration

•Engages in negotiations with acquisition leadership on employee offers and other HR topics

•Through partnerships with leaders and HRG, review current organizational performance; make recommendations for organizational design and build organizational plans to support necessary changes


•Master's Degree

•Strong technical knowledge in areas of organization design, HR processes and acquisitions

•HRG and Pay & Benefits experience

•Strong project management skills, including a proven track record of leading large complex projects

•Experienced handing large amounts of sensitive data

•Successful track record of working with Sr. level leaders

•Superior interpersonal, facilitation, communication and consulting skills.

•Ability to assess needs, influence, collaborate, deliver and partner at the most senior levels in the organization

•Deep understanding of organizational finance, specifically workforce costing, annual budgeting and planning processes

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