People M&A Manager

Job Requisition ID: 37843 

• Choice and flexibility on where, when and how you work​

• Recognition culture to celebrate milestones and discounts at hundreds of retailers ​

• 18 weeks paid parental leave from Day 1 + 12 months return to work support (work 4 days and get paid 5) ​

Do you want to help some of the largest, most interesting organisations in the world imagine, deliver and run the future

In response to the growing demand for our market leading M&A Consulting Services, we are looking to hire problem solvers to join our growing team in Sydney & Melbourne to deliver HR due diligence, provide expert guidance on the people-aspects of M&A transactions, and help shape the growth of our team and practice.

If you are looking to take your career to the next level and gain exposure to the world of mergers and acquisitions, then our team provides you with the perfect opportunity:

• We have supported some of Australia’s most iconic transactions across private equity and corporate Australia.
• We invest in our people - you will have access to experienced coaches, world class training and global development opportunities.

What will your typical day look like?

You will serve as a trusted advisor on people-related M&A matters to clients in both the corporate and private equity space. You will bring a strategic point of view, structured problem solving, great consulting skills and disciplined planning capabilities.

Our deals are often diverse and you will have the opportunity to work across all aspects of the deal lifecycle, providing HR-advisory support across a number of key areas of expertise.

Your specific responsibilities will include:

• Provide strategic advice on the people-related aspects of M&A, which might include HR due diligence, change management and communications, cultural alignment, organisation design and workforce transition, and HR functional integration. While you aren’t expected to know all of these things or expert knowledge, you will have a core strength and be expected to manage across these areas. More specifically:
  • • HR due diligence: Perform HR due diligence 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, organisational culture, and workforce planning and talent.
    • Change management and communications: Assist in the implementation of change management strategies related to M&A.  Empowering leaders to lead their people through the transaction, enable managers to support employees, and create an environment that reduces anxiety, minimises disruptions and fosters enthusiasm for the future.  This includes organisational change and impact assessments, creating holistic change management programs, managing stakeholder and employee engagement and delivering effective internal and external communications.
    • Cultural alignment: Understand and assess legacy cultures, define a future-state culture, and develop plans for how to cultivate that culture.
    • Organisation design and workforce transition: Assist in the development of organisational design to enable future-state strategy.  This includes supporting the design of combined or separated operating models and the accompanying organisational structures and facilitating the overall workforce transition processes to optimise roles, responsibilities and performance in the future organisation.
    • HR functional integration: Lead the integration of HR functions including HR systems, total rewards, payroll, leadership development, and talent strategies.

• Collaborate closely with senior leaders, HR teams, and other functional areas to ensure alignment of M&A strategies with business goals and employee engagement
• Lead meetings and client working sessions to communicate recommendations, progress, and next steps
• Contribute to building our People M&A practice through developing the team and strengthening our brand through building connections internally and externally and contributing to the development of tools and thought leadership
• Contribute to business development activities e.g. through the development of proposals to respond to client requests or sales materials
• Coach junior staff to conduct insightful analysis and develop recommendations

About the team

• Diverse Expertise: Our People M&A team is composed of professionals with experience and backgrounds in people-related consulting, change management and communications across a range of sectors
• Collaborative Environment: We work closely with cross-functional teams, including core integration / separation, technology, and finance, to deliver integrated solutions that address both the people and business aspects of M&A
• Client-Centric Focus: We partner with clients to understand their unique business goals and challenges, tailoring our approaches to ensure successful M&A outcomes and long-term people integration or separation success
• Strategic Impact: The People M&A team plays a critical role in shaping the employee experience through a transaction, helping our clients to maximise employee engagement, productivity, and retention
• Growth-Oriented: As part of this team, you will have ample opportunities for professional development, exposure to high-profile transactions, and the ability to make a lasting impact on the organisations we work with

Enough about us, let’s talk about you.
You are someone with:

• Bachelor’s degree and 5+ years consulting and/or industry experience in one or more of the following areas: HR Strategy, HR Employee Experience, HR Operating Models and Organisation Design, HR M&A, Change and Communications
• Preferred experience supporting and/or delivering people-related aspects of 1 or more M&A projects
• Strong communication and presentation skills, with confidence to own stakeholder relationships
• Pragmatic commercial acumen – able to identify risks and develop solutions to manage those risks
• Demonstrated ability working in a fast-paced environment and willingness to deal with ambiguity and change
• Experience with project management – specifically, planning, overseeing and leading projects to completion
• Experience with staff development and eagerness to mentor junior practitioners
• Ability to travel based on the work you do and the clients and industries/sectors you serve

Why Deloitte?  

At Deloitte, we focus our energy on interesting and impactful work. We’re always learning, innovating and setting the standard; making a positive difference to our clients and our society. We put coaching at the heart of what we do, helping our people grow their careers in any direction – whether it be up, moving into something new, or even moving across the world.  

We embrace diversity, equity and inclusion. We have a diverse collection of people from different backgrounds, with different experiences, gender identities, abilities and thinking styles. What binds us together is a shared commitment to value everyone’s perspective and to cultivate inclusion; so that our work environment is a safe space we can all belong. 

We prioritise flexibility and choice. At Deloitte, you get trust on Day 1. We know our people get their best work done when they’re in control of where and how they work, designing their work week around their client, team and personal commitments.

We help you live and work well. To support your personal and professional life, we offer a range of perks and benefits, including retail discounts, wellbeing leave, paid volunteering days, twelve flexible working options, market-leading parental leave and return to work support package. 

Next Steps

Sound like the sort of role for you? Apply now, we’d love to hear from you!

By applying for this job, you’ll be assessed against the Deloitte Talent Standards. We’ve designed these standards so that you can grow in your career, and we can provide our clients with a consistent and exceptional Deloitte employee experience globally. The preferred candidate will be subject to background screening by Deloitte or by their external third-party provider.