Senior Director of People M&A

Responsibilities

• The People M&A Leader will oversee and lead the People functions Merger & Acquisition + Emerging Market team and is the strategic partner to the business and deal teams by shaping M&A and divestiture strategies through a people and culture lens
• The M&A HR Leader ensures that workforce insights influence deal decisions, drives value realization beyond financials, and safeguards business continuity, culture, leadership, and talent outcomes
• This leader will ensure seamless strategy and execution across the full deal lifecycle – from due diligence to integration or separation to stabilising post-event – while safeguarding employee experience, mitigating risks, and ensuring compliance
• They will manage a dedicated People M&A delivery team, scaling resources up or down based on deal flow and priorities, and will partner closely with all People teams and business leaders to align people-related integration plans with organizational goals
• Influence Transaction Strategy
• Influence deal structure discussions (e.g. asset vs. share deal, TSA complexity, leadership retention)
• Drive early people related due diligence findings allow to influence the Corp Dev strategy/bid price to get the best ROI and value to Equinix
• Advise on leadership operating model post-close
• Assess talent flight risk, leader disengagement, union or regulatory pressure – before deal signing
• Translate workforce implications into clear business trade-offs:
  Speed vs. adoption, clean exit vs. local relationship impact, cost vs. reputation
• Strategy Development & Execution
• Define the overall strategy, approach, and standards for HR M&A activities, ensuring alignment with organizational goals (from due diligence to integration)
• Lead the end-to-end HR strategy and execution for all M&A transactions, including feasibility assessments, due diligence, deal execution, and post-close integration
• Define strategies for establishing operations in emerging markets and facilitate their integration into the global HR framework
• Team Resourcing
• Oversee a flexible team of M&A specialists and contributors, scaling capacity up or down in alignment with deal priorities and timelines
• Set performance expectations, track KPI’s, foster a culture of accountability and continuous improvement, and ensure high-quality, on-time delivery of services accurately and with high levels of employee satisfaction
• Be fully accountable for the operational execution of all programs in scope
• When not engaged in active transactions, redeploy resources to high-priority HR initiatives within People Experience
• Ensuring adequate HR resourcing pre- and post-transition; including country specific culture and legal/regulatory/statutory requirement expertise
• Program Management Oversight & Execution (Integration/Separation)
• Will drive regional program management for the region they reside in and oversee execution of other regions delivered via regional M&A team members
• Partner with COEs (e.g. Total Rewards, Talent Acquisition, HR Technology) to ensure all HR work streams have a detailed project plan and it is integrated into the broader enterprise integration plan
• Manage M&A risk assessments and develop mitigation strategies from an HR lens
• Stakeholder Management
• Partner with business, Corp Dev, Finance, Legal, and TPT CoEs to ensure people-related risks and costs are factored into deal negotiations and valuations
• Escalation Management & Brand Protection
• Serve as the primary escalation point for HR-related issues during transaction execution and represents the people function at the enterprise M&A working group
• Ensures M&A decisions reflect the needs of employees and protect the employer brand
• Emerging Market Operations
• Transition new markets to global Operating Model
• Manage delivery of services to Emerging Markets until stabilized – ensuring global standards tailored to market as needed

• A significant number of years of proven experience in HR Leadership roles managing large-scale M&A, divestitures, & integration transactions
• Strong understanding of end-to-end HR practices, including compensation, benefits, talent management, and HR data & technology
• Track record of…