Director, HR M&A and New Business Enablement

In this position... The Director, HR M&A and New Business Enablement drives workforce planning, HR operating model design, governance, and operational readiness activities supporting mergers and acquisitions, joint ventures, strategic partnerships, legal entity formations, and new business standups. The role creates and maintains the people, process, policy, technology, and service delivery capabilities required for new, acquired, and jointly operated businesses to launch, operate, integrate, and scale successfully.

The Director operates across the full business lifecycle: influencing people implications during transaction and formation, strategizing and directing the standup of the HR capabilities a new business needs to operate, and driving the sustained integration and change work that follows close. The role partners across Human Resources, Finance, Legal, IT, Corporate Development, Purchasing, and business leadership, and directs coordination among enterprise functions, external providers, and systems required to deliver.

This is an individual contributor role with no direct reports. The Director delivers through influence, cross-functional program leadership, and partnership with enterprise functions, external providers, venture partners, and business leaders.

The position is the primary point of connection between enterprise HR and new business leadership, ensuring workforce, compliance, service delivery, and organizational effectiveness requirements are addressed early enough to influence decisions rather than remediated after launch. The role executes Ford’s New Business Enablement strategy across transaction, standup, ramp-up, integration, and stabilization activities and helps build repeatable capability that improves execution across future initiatives.

You'll have...Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, Management, Finance, or a related field, or a combination of education and equivalent experience.
8+ years of progressively responsible experience in Human Resources, business transformation, organizational effectiveness, program management, corporate development support, integration management, shared services, consulting, or a related field.

Experience supporting mergers, acquisitions, divestitures, joint ventures, strategic partnerships, legal entity formations, and/or new business standup activities.

Experience driving complex cross-functional programs involving senior stakeholders, multiple work streams, competing priorities, and material organizational or business risk.

Experience creating workforce, organizational, governance, service delivery, or operating model solutions that support business objectives.

Experience evaluating and solving complex business, workforce, organizational, cultural, or operational challenges in ambiguous or rapidly changing environments.

Experience standing up or integrating new organizations, operating models, legal entities, systems, service delivery capabilities, or business functions.

Experience in HR strategy, organization design, workforce planning, change management, HR operations, service delivery, or shared services.

Experience influencing senior leaders, leading through influence, and driving alignment across enterprise functions, external providers, and business stakeholders.

Experience working in manufacturing, energy, mobility, technology, defense, consulting, or another complex and rapidly evolving business environment preferred.

Even better, you may have...Master’s degree in Human Resources, Organizational Development, Business Administration, Change Management, or a related discipline preferred.

Project Management Professional or similar project or program…