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Deloitte M&A Human Capital Senior Manager in Charlotte, North Carolina

M&A Human Capital SeniorManager

The Mergers & Acquisitions (M&A) offeringportfolio pairs leading acquisition and divestiture experience with broadglobal scale and industry and functional depth.Our HumanCapital M&A teamrendersresults that help our clients transform their Human Capital practices in waysthat lead to significant savings, a leading edge on competition, and greaterefficiency.

Our approach to due-diligence,integration / divestiture planning and execution focuses on identifyingpotential risks, developing an end-state vision and strategy, and supportingclients to implement maximum value realization opportunities. Our Human Capital M&A team performsactivities across the M&A life cycle including:

-{PS..0}-> -{PS..1}->Advisingdue diligence projects to identify and quantify transaction risks andopportunities

-{PS..2}-> -{PS..3}->Ensuringoverall Talent / People / HR strategies are aligned with overall corporatestrategic objectives

-{PS..4}-> -{PS..5}->IdentifyingHR, culture, key talent and retention related risks

-{PS..6}-> -{PS..7}->Planningfor Day 1 readiness and/or managing post-merger integration

-{PS..8}-> -{PS..9}->Buildingsupport, understanding and advocacy for the creation of the new organization toexecutive leaders

-{PS..10}-> -{PS..11}->Designingorganizations that align to the future operating model and preparing totransition the workforce

Workyou ll do

As aSenior Manager, you will lead and deliver large, complex client engagementsthat identify, design, and implement creative business and technology solutionsfor large companies. Senior Managersare expected to contribute to thefirm's growth and development in a variety of ways including,

-{PS..12}-> -{PS..13}-> Engagement Management: Lead engagement planning andbudgeting; mobilize and manage engagement teams; define deliverable structureand content; facilitate buy-in of proposed solutions from top management levelsat the client; direct on-time, quality delivery of work products; manageengagement economics; manage engagement risk.

-{PS..14}-> -{PS..15}-> Interactions with executive clients and sponsors: Participate in Business Development,develop and maintain contact with top decision makers at key clients, organizeand lead pursuit teams, participate and lead aspects of the proposaldevelopment process, contribute to the development of proposal pricingstrategies.

-{PS..16}-> -{PS..17}-> Practice Development & Eminence: Develop practical solutions andmethodologies, develop "thought ware" and "point- of-view"documents, participate in public speaking events, get published in industryperiodicals.

-{PS..18}-> -{PS..19}-> People development: Perform the role of counselor andcoach, provide input and guidance into the staffing process, activelyparticipate in staff recruitment and retention activities, provide leadershipand support for delivery teams and staff in local offices.

-{PS..20}->

-{PS..21}->

Responsibilitiesinclude but are not limited to:

  • Human Capital Due Diligence: Perform Human Capital due diligence (some or all of compensation, benefits, HR compliance, labor relations, HR communications, operations and technology, talent and culture) identifying and quantifying transaction risks and opportunities. Key focus will include both traditional financial and compliance risks associated with compensation and benefit programs and also the deal risks associated with HR operations and technology, organizational culture, and broad labor and talent.

-{PS..22}-> -{PS..23}-> Change Management and communications: Assist in the implementation of change management strategies related toM&A. Empowering leaders to leadtheir people through the transaction, enable managers to support employees, andcreate an environment that reduces anxiety, minimizes disruptions and fostersenthusiasm for the future. This includesorganizational change and impact assessments, creating holistic changemanagement programs, managing stakeholder and employee engagement anddelivering effective internal and external communications.

-{PS..24}-> -{PS..25}-> Cultural Alignment: Understand and assesslegacy cultures, define a future-state culture, and developplans for how to cultivate that culture.

-{PS..26}-> -{PS..27}-> HR Functional Integration: Lead the integration ofHR Functions including HR Systems, Service Delivery, Total Rewards, Payroll,Leadership Development, and Talent Strategies

  • Workforce Optimization: Imagine and transform the composition and capabilities of the workforce to match the needs of the future of work in this age of technology disruption. Deliver end-to-end transformations of workforce programs, services and processes to identify, build and incent to drive success of organizations and their workforces. Deliver solutions within each workforce domain: Branding & Acquisition; Rewards & Well-being; Performance, Learning & Career Mobility; Leadership & Teaming; Diversity & Inclusion

-{PS..28}-> -{PS..29}-> Organization Strategies: Assist in the developmentof organizational design to enable future-state strategy. This includes supporting the design ofcombined or separated operating models and the accompanying organizationalstructures and facilitating the overall workforce transition processes tooptimize roles, responsibilities and performance in the future organization.

The team

M&A| Restructuring and Cost Transformation

Our mandate is toenable our clients ability to grow, optimize, and fundamentally change thenature of their business and competitive position. We do this via M&A,divestiture, and restructuring services from beginning to end. Our Offering enables pre-deal and post-dealintegration, divestiture, and major restructuring/cost transformationactivities to achieve/exceed deal value, synergy targets, or strategic costtakeout objectives.

Our Human Capital professionals work closelywith clients around the world to develop effective and efficientpeople-centered solutions. Our teamhelps clients define their talent strategy and align it with their executivebusiness vision using innovative strategic frameworks that enhance HR servicedelivery models, set the stage for continuously improving operationalexcellence, and reimagines the HR brand.

New technologies, platforms, processes andsystems are meaningless without the capability to leverage them to the fullest.We are often amazed at how much investment is put into new solutions ascompared with the time taken to upskill the HR organization itself. After all,it s the HR professionals who are truly impacting and delivering the customerexperience. Working with Deloitte enables you to focus on building the cultureand capabilities you need to deliver for the future so that they don t getstale in the context of today s ever-evolving business demands.

Qualifications

Required:

-{PS..30}-> -{PS..31}->Minimumeight (8) years of relevant experience in a consulting and/or industry role, includingchange management initiatives, communications development, organizationaldesign and development, HR strategy or operations, and /or talent solutions.

-{PS..32}-> -{PS..33}->Experiencesupporting and/or delivering at least 1 Human Capital M&A project,including restructuring, enterprise cost reduction, due diligence, assessmentof transaction risks, target screening, integration planning and execution,and/or post-merger integration.

-{PS..34}-> -{PS..35}->Demonstratedknowledge of HR functions & processes, with experience in one or more of thefollowing areas: HR Strategy, HR Employee Experience, HR Operating Models, HRMergers & Acquisition (M&A), HR Outsourcing Advisory, and HR Technology

-{PS..36}-> -{PS..37}->Experiencecarrying a business development quota for consulting work, ramping up pursuitteams and leading business development pursuits end-to-end.

-{PS..38}-> -{PS..39}->Experienceleading current/future state road mapping, requirements gathering workshops,running labs, and/or facilitating meetings.

-{PS..40}-> -{PS..41}->Experienceleading vendor selection including RFPs, RFIs, scoring and evaluating productsand services.

-{PS..42}-> -{PS..43}->Bachelor sdegree.

-{PS..44}-> -{PS..45}->Abilityto travel 80 - 100% of the time.

-{PS..46}-> -{PS..47}->Mustbe legally authorized to work in the United States without the need foremployer sponsorship, now or at any time in the future.

Preferred:

-{PS..48}-> -{PS..49}->MBAor graduate degree in HR or Organizational Behavior.

-{PS..50}-> -{PS..51}->Seven(7 ) years of experience with Human Capital Mergers and Acquisitions,restructuring and/or enterprise cost reduction, including a background in duediligence, assessment of transaction risks, target screening, integrationplanning and execution, and/or post-merger integration.

-{PS..52}-> -{PS..53}->Experiencein HR, Consulting, and/or Corporate Communications.

-{PS..54}-> -{PS..55}->Experiencesupporting and/or delivering at least 3 Human Capital M&A projects

-{PS..56}-> -{PS..57}->Experiencesupporting workshops, large meetings, or presentations to senior leaders.

-{PS..58}-> -{PS..59}->Abilityto execute a project plan, managing to deadlines and paying acute attention todetail.

-{PS..60}-> -{PS..61}->Demonstratedstrong business acumen and ability to work effectively across teams, levels andvarying cultures.

-{PS..62}-> -{PS..63}->Strongoral and written communication skills, including presentation skills (MSPowerPoint), and data analysis (MS Excel, Tableau, or SQL).

-{PS..64}-> -{PS..65}->Strongproblem-solving skills with the ability to exercise mature judgment.

Howyou ll grow

At Deloitte, our professional development planfocuses on helping people at every level of their career to identify and usetheir strengths to do their best work every day. From entry-level employees tosenior leaders, we believe there s always room to learn. We offer opportunitiesto help sharpen skills in addition to hands-on experience in the global,fast-changing business world. Fromon-the-job learning experiences to formal development programs at DeloitteUniversity, our professionals have a variety of opportunities to continue togrow throughout their career. Explore Deloitte University,The Leadership Center. at https://zoomforth.com/s/deloitte/du#home

Benefits

At Deloitte, we knowthat great people make a great organization. We value our people and offeremployees a broad range of benefits. Learn more about what working at Deloitte can mean for you. at http://www2.deloitte.com/us/en/pages/careers/articles/life-at-deloitte-benefits-and-rewards.html

Deloitte s culture

Our positive andsupportive culture encourages our people to do their best work every day. Wecelebrate individuals by recognizing their uniqueness and offering them theflexibility to make daily choices that can help them to be healthy,centered, confident, and aware. We offer well-being programs and arecontinuously looking for new ways to maintain a culture where our people exceland lead healthy, happy lives. Learnmore about Life at Deloitte.

Corporate citizenship

Deloitte is led by apurpose: to make an impact that matters. This purpose defines who we are andextends to relationships with our clients, our people and our communities. We believe that business has the power toinspire and transform. We focus on education, giving, skill-based volunteerism,and leadership to help drive positive social impact in our communities. Learn more about Deloitte s impact on the world. at http://www2.deloitte.com/us/en/pages/about-deloitte/articles/deloitte-corporate-citizenship.html

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Category: Mergers & Acquisitions

About Deloitte

As used in this document, Deloitte means Deloitte LLP and its subsidiaries. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

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