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Deloitte M&A Human Capital Manager in Chicago, Illinois

M&A Human Capital Manager

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:

Advisingdue diligence projects to identify and quantify transaction risks andopportunities

-{PS..0}->Ensuringoverall Talent / People / HR strategies are aligned with overall corporatestrategic objectives

IdentifyingHR, culture, key talent and retention related risks

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

Buildingsupport, understanding and advocacy for the creation of the new organization toexecutive leaders

-{PS..2}->Designingorganizations that align to the future operating model and preparing totransition the workforce

Workyou ll do

ManagersinDeloitte s M&A offeringlead and deliver smallor components of large, complex client engagements that identify, design, andimplement creative business and technology solutions for large companies. They provide serviceexcellence by identifying key client business issues, determining client needsby supplementing the standard assessment techniques and tools with innovativeapproaches, evaluating and validating analysis and developing recommendationsfor the client in the context of the overall engagement. They implement and oversee the quality ofdeliverables and effectively manage the team and day-to-day relationships toensure exceptional performance. Managers participate in the development andpresentation of proposals for business development activities.

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..3}-> 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.

Cultural Alignment: Understand and assesslegacy cultures, define a future-state culture, and developplans for how to cultivate that culture.

-{PS..4}-> 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

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 CostTransformation

Our mandate is to enable our clients ability to grow, optimize, and fundamentally change the nature of theirbusiness and competitive position. We do this via M&A, divestiture, andrestructuring services from beginning to end. Our Offering enables pre-deal andpost-deal integration, divestiture, and major restructuring/cost transformationactivities to achieve/exceed deal value, synergy targets, or strategic costtakeout objectives.

Our Human Capital professionals work closely with clients around the world todevelop effective and efficient people-centered solutions. Our team helps clients define their talentstrategy and align it with their executive business vision using innovativestrategic frameworks that enhance HR service delivery models, set the stage forcontinuously improving operational excellence, and reimagines the HRbrand.

New technologies, platforms, processes and systems are meaningless without thecapability to leverage them to the fullest. We are often amazed at how muchinvestment is put into new solutions as compared with the time taken to upskillthe HR organization itself. After all, it s the HR professionals who are trulyimpacting and delivering the customer experience. Working with Deloitte enablesyou to focus on building the culture and capabilities you need to deliver forthe future so that they don t get stale in the context of today s ever-evolvingbusiness demands.



-{PS..5}->Minimumsix (6) 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.

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..6}->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

Experiencecarrying a business development quota for consulting work, ramping up pursuitteams and leading business development pursuits end-to-end.

-{PS..7}->Experienceleading current/future state road mapping, requirements gathering workshops,running labs, and/or facilitating meetings.

Experienceleading vendor selection including RFPs, RFIs, scoring and evaluating productsand services.

-{PS..8}->Bachelor sdegree.

Abilityto travel 80 - 100% of the time.

-{PS..9}->Mustbe legally authorized to work in the United States without the need foremployer sponsorship, now or at any time in the future.


MBAor graduate degree in HR or Organizational Behavior.

-{PS..10}->Five(5 ) 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.

Experiencein HR, Consulting, and/or Corporate Communications.

-{PS..11}->Experiencesupporting workshops, large meetings, or presentations to senior leaders.

Abilityto execute a project plan, managing to deadlines and paying acute attention todetail.

-{PS..12}->Demonstratedstrong business acumen and ability to work effectively across teams, levels andvarying cultures.

Strongoral and written communication skills, including presentation skills (MSPowerPoint), and data analysis (MS Excel, Tableau, or SQL).

-{PS..13}->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


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Category: Mergers & Acquisitions

About Deloitte

As used in this document, Deloitte means Deloitte LLP and its subsidiaries. Please see 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.