Director, People Integration & Enablement

Role overview

This opportunity is for a Director, People Integration & Enablement with a partner organization in the United States. It is a senior HR leadership role focused on helping a rapidly growing business absorb acquisitions smoothly, compliantly, and with a strong employee experience.

The role blends strategic planning with hands-on delivery across the full acquisition lifecycle, including diligence, Day 1 preparation, post-close stabilization, and the move into steady-state ownership. You will partner closely with HR, Legal, Finance, Operations, IT, and executive leaders to turn deal activity into practical People integration plans. A major part of the job is creating repeatable frameworks, tools, and processes that improve speed, consistency, and scalability across future acquisitions.

This position is best suited to someone who is comfortable in fast-changing M&A settings, can bring order to ambiguity, and knows how to lead cross-functional work in a highly visible environment.

Key responsibilities

• Own the People integration strategy and execution for acquisitions, covering diligence, Day 1 readiness, stabilization, and handoff to business-as-usual teams.
• Set up and coordinate cross-functional integration pods with partners from HRIS, Payroll, Benefits, Legal, Compliance, Operations, IT, Finance, and the business.
• Perform HR diligence and assess workforce-related risk across compensation, benefits, systems, compliance, employee relations, and organization structure.
• Convert diligence findings into integration plans, mitigation actions, and clear requirements for Day 1 execution.
• Lead employee readiness for Day 1 by ensuring communications, system access, benefits guidance, and support resources are in place for acquired employees.
• Support talent integration work such as org design alignment, leadership mapping, retention planning, and culture integration.
• Create and improve templates, playbooks, dashboards, and other scalable tools that standardize future M&A execution.

Requirements

• At least 8 years of progressive experience in HR, HR business partnering, HR operations, HR transformation, or M&A integration.
• Background in post-merger integration, HR diligence, or acquisition-related People transformation.
• Solid working knowledge of HRIS, payroll, benefits, compliance, employee relations, and talent management.
• Experience supporting distributed, multi-site, or field-based workforces in fast-moving operational environments.
• Strong project management capability and the ability to lead complex initiatives through influence.
• Excellent communication skills, including executive updates and messages directed to employees.
• Comfort working in ambiguity, balancing competing priorities, and establishing structure in changing environments.
• Experience in field services, logistics, transportation, manufacturing, or similar operational industries is an advantage.
• Preferred background in change management, organizational design, and culture integration.

Perks and benefits

• Competitive base pay of $175,000 to $215,000, depending on experience and location.
• Eligibility for a performance-based bonus.
• Weekly payroll schedule.
• Medical, dental, vision, and prescription coverage.
• Life insurance and disability coverage.
• 401(k) retirement plan with employer match.
• Unlimited vacation, holidays, and sick leave.
• Employee assistance and wellness support programs.
• Learning and development through structured training.
• Employee discounts, referral bonuses, and recognition programs.
• Remote work flexibility, with travel across North America as required.

Additional information

This role is listed on behalf of a partner company, which handles applications and the next steps in the hiring process. The hiring organization will manage interviews, assessments, and final decisions internally.

Privacy and application processing

By applying, you consent to the processing of your personal data for candidate evaluation and sharing relevant application details with the employer, based on legitimate interest and pre-contractual measures under applicable data protection laws, including GDPR. You may request access, correction, deletion, or objection regarding your data at any time.

Automated tools may be used to help review applications, analyze resumes, and surface possible inconsistencies or verification signals. These tools support the recruitment process but do not replace human review, and final hiring decisions are made by people.