Senior Manager, M&A Integration

Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center.

As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.

The People Business Partner team embeds directly with Anduril's business units to drive the people strategies that fuel growth, from organizational design and talent development to leadership coaching and workforce planning.

As Anduril grows through acquisitions, this role owns the people integration problem end to end. Org structures, retention strategies, total rewards alignment, cultural integration, all of it. You will partner with deal teams, functional leaders, and acquired leadership to make sure new teams are set up to perform from the start.

We move quickly, operate in ambiguity, and maintain an unwavering focus on outcomes. This is a team for people who want to shape how Anduril brings new teams into the fold, building repeatable M&A people playbooks while adapting to the reality that no two integrations are the same.

As the Senior Manager, M&A People Integration
, you will be the strategic owner and lead orchestrator of all people-related integration work streams across our M&A portfolio. You will play a pivotal role in ensuring that every acquisition successfully integrates talent, culture, and HR operations, directly supporting our mission continuity and value realization goals. This is a high-impact leadership role demanding a blend of strategic vision, deep HR expertise, and hands-on execution in a fast-paced environment.

This role requires strong judgment, executive presence, and the ability to operate at both a strategic and detailed level within the M&A context. You will regularly present to senior leadership, influence decision-making for integration strategies, and ensure that ideas turn into actionable, value-generating outcomes. This role is well suited for someone who has excelled at analytical problem-solving and is ready to lead broader integration efforts with real accountability.

• Own and drive the People Integration Playbook: Develop, refine, and champion the People Integration Playbook, standardizing processes for compensation harmonization, leveling, organizational design, benefits integration, and HRIS/payroll transition across all acquisitions.
• Lead G&A People Integration: Direct the execution of our Day 1 G&A functional reporting policy, ensuring seamless integration of G&A personnel into core corporate functions from close. This includes pre-close talent assessments and proactive issue resolution.
• Mitigate Talent Risk & Drive Retention: Design and implement robust strategies for identifying key talent, executing retention packages, and fostering cultural alignment to minimize attrition and maximize the value of acquired talent.
• Orchestrate HR Operational Readiness: Coordinate critical HR deliverables for Day 1 and beyond, including offer letter execution, background checks, benefits enrollment, manager talking points, and initial HRIS/payroll setup.
• Manage Cross-functional HR Dependencies: Act as the primary People Integration liaison, collaborating extensively with Legal (for employment agreements, compliance), People Ops (for HRIS integration), Finance (for compensation budgeting), and Business Line leadership.
• Provide Expert Guidance: Serve as the subject matter expert for all HR-related integration challenges, including international considerations (e.g., Works Councils), clearance transfers, and policy harmonization (e.g., Code of Conduct).

• 7-10+ years of progressive HR experience, with 1+…