M&A Human Capital Due Diligence Specialist Leader
The US M&A and Restructuring (M&A/R) Offering Portfolio advises our client's as they seek to change the nature of their business and competitive position in the market through inorganic means (acquisitions, mergers, divestitures, and joint ventures). By providing M&A and restructuring services from beginning to end, we bring a large scope of capabilities to the market and opportunity for our practice and firm.Recruiting for this roles ends on 8/28/2024Work you'll doConsultants in Deloitte's M&A/R offering portfolio serve as trusted advisors to their clients in both the corporate and private equity space. Our Consultants deliver client engagements that identify, design, and implement Merger & Acquisition services, with a focus on Organization Transformation and HR Strategy & Excellence.Responsibilities include but are not limited to:
Human Capital Due Diligence: Perform Human Capital due diligence (some or all of compensation, benefits, HR compliance, labor relations, HR communications, operations and technology, talent and culture) 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, organizational culture, and broad labor 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, minimizes disruptions and fosters enthusiasm for the future. This includes organizational 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.
HR Functional Integration: Lead the integration of HR Functions including HR Systems, Service Delivery, Total Rewards, Payroll, Leadership Development, and Talent Strategies
Workforce Optimization: Imagine and transform the composition and capabilities of the workforce to match the needs of the future of work in this age of technology disruption. Deliver end-to-end transformations of workforce programs, services and processes to identify, build and incent to drive success of organizations and their workforces. Deliver solutions within each workforce domain: Branding & Acquisition; Rewards & Well-being; Performance, Learning & Career Mobility; Leadership & Teaming; Diversity & Inclusion
Organization Strategies: Assist in the development of organizational design to enable future-state strategy. This includes supporting the design of combined or separated operating models and the accompanying organizational structures and facilitating the overall workforce transition processes to optimize roles, responsibilities and performance in the future organization.
The team
The (M&A/R) offering portfolio pairs leading acquisition and divestiture experience with broad global scale and industry and functional depth. Our Human Capital M&A/R team renders results that help our clients transform their Human Capital practices in ways that lead to significant savings, a leading edge on competition, and greater efficiency. Our professionals work closely with clients around the world to develop effective and efficient people-centered solutions. Our team helps clients define their talent strategy and align it with their executive business vision using innovative strategic frameworks that enhance HR service delivery models, set the stage for continuously improving operational excellence, and reimagines the HR brand.Our approach to due-diligence, integration / divestiture planning and execution focuses on identifying potential risks, developing an end-state vision and strategy, and supporting clients to implement maximum value realization opportunities. Our Human Capital M&A/R team performs activities across the M&A life cycle including:
Advising due diligence projects to identify and quantify transaction risks and opportunities
Ensuring overall Talent / People / HR strategies are aligned with overall corporate strategic objectives
Identifying HR, culture, key talent and retention related risks
Planning for Day 1 readiness and/or managing post-merger integration
Building support, understanding and advocacy for the creation of the new organization to executive leaders
Designing organizations that align to the future operating model and preparing to transition the workforce
New technologies, platforms, processes and systems are meaningless without the capability to leverage them to the fullest. We are often amazed at how much investment is put into new solutions as compared with the time taken to upskill the HR organization itself. After all, it's the HR professionals who are truly impacting and delivering the customer experience. Working with Deloitte enables you to focus on building the culture and capabilities you need to deliver for the future so that they don't get stale in the context of today's ever-evolving business demands.QualificationsRequired:
Experience supporting and/or delivering at least 1 Human Capital M&A project, including restructuring, enterprise cost reduction, due diligence, assessment of transaction risks, target screening, integration planning and execution, and/or post-merger integration.
2+ years of experience in one or more of the following areas: HR Strategy, HR Employee Experience, HR Operating Models, HR Mergers & Acquisition (M&A), HR Outsourcing Advisory, and HR Technology demonstrating knowledge of HR functions & processes.
Bachelor's degree and 2+ years consulting and/or industry experience; alternatively an MBA with 1+ year relevant work experience including change management initiatives, communications development, organizational design and development, HR strategy or operations, and /or talent solutions.
Ability to travel up to 50% on average, based on the work you do and the clients and industries/sectors you serve.
Limited immigration sponsorship may be available.
Preferred:
MBA or graduate degree in HR or Organizational Behavior.
One plus (1+) years of experience with Human Capital Mergers and Acquisitions, restructuring and/or enterprise cost reduction, including a background in due diligence, assessment of transaction risks, target screening, integration planning and execution, and/or post-merger integration.
Experience in HR, Consulting, and/or Corporate Communications.
Experience supporting workshops, large meetings, or presentations to senior leaders.
Ability to execute a project plan, managing to deadlines and paying acute attention to detail.
Demonstrated strong business acumen and ability to work effectively across teams, levels and varying cultures.
Strong oral and written communication skills, including presentation skills (MS PowerPoint), data analysis (MS Excel, Tableau, or SQL) and report writing.
Strong problem-solving skills with the ability to exercise mature judgment.
The US M&A and Restructuring (M&A/R) Offering Portfolio advises our client's as they seek to change the nature of their business and competitive position in the market through inorganic means (acquisitions, mergers, divestitures, and joint ventures). By providing M&A and restructuring services from beginning to end, we bring a large scope of capabilities to the market and opportunity for our practice and firm.Recruiting for this roles ends on 7/2/2024Work you'll doAs a Specialist Leader, you will lead and deliver large, complex client engagements that identify, design, and implement creative business and technology solutions for large companies. Specialist Leaders act as the lead subject matter expert across multiple client engagements, engaging directly with senior clients, and delivering sophisticated approaches to complex problems within Human Capital Due Diligence. Specialist Leaders are expected to contribute to the firm's growth and development in a variety of ways including,
Engagement Management: Lead engagement planning and budgeting; mobilize and manage engagement teams; define deliverable structure and content; facilitate buy-in of proposed solutions from top management levels at the client; direct on-time, quality delivery of work products; manage engagement economics; manage engagement risk. Specialist Leaders provide subject matter expertise in both traditional financial and compliance risks associated with compensation and benefit programs and also the deal risks associated with HR operations and technology, organizational culture, and broad labor and talent.
Interactions with executive clients and sponsors: Participate in Business Development, develop and maintain contact with top decision makers at key clients, organize and lead pursuit teams, participate and lead aspects of the proposal development process, contribute to the development of proposal pricing strategies. Specialist Leaders collaborate across internal and external stakeholders, including other Deloitte diligence workstreams, legal counsel, investment banks, and Client's HR leadership.
Practice Development & Eminence: Develop practical solutions and methodologies, develop "thought ware" and "point- of-view" documents, participate in public speaking events, get published in industry periodicals. Specialist Leaders have demonstrated knowledge of HR functions & processes, with experience in one or more of the following areas: HR Strategy, HR Employee Experience, HR Operating Models, HR Mergers & Acquisition (M&A), HR Outsourcing Advisory, and HR Technology.
People Development: Perform the role of counselor and coach, provide input and guidance into the staffing process, actively participate in staff recruitment and retention activities, provide leadership and support for delivery teams and staff in local offices.
The Team The (M&A/R) offering portfolio pairs leading acquisition and divestiture experience with broad global scale and industry and functional depth. Our Human Capital M&A/R team renders results that help our clients transform their Human Capital practices in ways that lead to significant savings, a leading edge on competition, and greater efficiency. Our professionals work closely with clients around the world to develop effective and efficient people-centered solutions. Our team helps clients define their talent strategy and align it with their executive business vision using innovative strategic frameworks that enhance HR service delivery models, set the stage for continuously improving operational excellence, and reimagines the HR brand.
Our approach to due-diligence, integration / divestiture planning and execution focuses on identifying potential risks, developing an end-state vision and strategy, and supporting clients to implement maximum value realization opportunities. Our Human Capital M&A/R team performs activities across the M&A life cycle including:
Advising due diligence projects to identify and quantify transaction risks and opportunities
Ensuring overall Talent / People / HR strategies are aligned with overall corporate strategic objectives
Identifying HR, culture, key talent and retention related risks
Planning for Day 1 readiness and/or managing post-merger integration
Building support, understanding and advocacy for the creation of the new organization to executive leaders
Designing organizations that align to the future operating model and preparing to transition the workforce
New technologies, platforms, processes and systems are meaningless without the capability to leverage them to the fullest. We are often amazed at how much investment is put into new solutions as compared with the time taken to upskill the HR organization itself. After all, it's the HR professionals who are truly impacting and delivering the customer experience. Working with Deloitte enables you to focus on building the culture and capabilities you need to deliver for the future so that they don't get stale in the context of today's ever-evolving business demands.QualificationsRequired:
At least 6+ years of experience in the following:
Performing Human Capital Due Diligence (some or all of compensation, benefits, HR compliance, labor relations, HR communications, operations and technology, talent and culture) and post-deal integration / separation activities by identifying and quantifying transaction risks and opportunities.
Reviewing financial statements, trial balance details, government filings, employee census data, employment agreements, CBAs, and employee benefits and compensation documentation
Preparing data request lists and call agendas to facilitate diligence
Facilitating interviews with Target management team
Completing analysis including compensation benchmarking, individual equity proceeds (waterfall analysis or fully diluted share count), employee benefits side-by-side and migration cost analysis, executive compensation review including retention, severance, and transaction bonuses, turnover and open positions
Reviewing and analyzing HR function stand-alone structure and costs for carve-out situations
Contributing material employee-related findings to the Quality of Earnings and Debt-Like analysis
Preparing and delivering report findings
Experience in a consulting and/or industry role focused on employee related matters. Other applicable skills include financial due diligence, compensation and benefit program design, retirement or health care consulting, HR strategy or operations, and /or talent solutions.
Experience carrying a business development quota for consulting work, ramping up pursuit teams and leading business development pursuits' end-to-end.
Experience leading current/future state road mapping, requirements gathering workshops, running labs, and/or facilitating meetings.
Bachelor's degree and 8+ years consulting and/or industry experience; alternatively an MBA with 6+ years relevant work experience.
Ability to travel up to 50% on average, based on the work you do and the clients and industries/sectors you serve.
Limited immigration sponsorship may be available.
Preferred
Actuarial exams or designation, other HR credential (CCP, GRP, CEMS, CMS, etc.), MBA, or graduate degree in HR or Organizational Behavior (preferred but not required)
Seven (7+) years of experience with Human Capital Mergers and Acquisitions, restructuring and/or enterprise cost reduction, including a background in due diligence, assessment of transaction risks, target screening, integration planning and execution, and/or post-merger integration
Experience in HR, Consulting, and/or Corporate Communications.
Experience supporting and/or delivering at least 3 Human Capital M&A projects
Experience supporting workshops, large meetings, or presentations to senior leaders
Ability to execute a project plan, managing to deadlines and paying acute attention to detail
Demonstrated strong business acumen and ability to work effectively across teams, levels and varying cultures
Strong oral and written communication skills, including presentation skills (MS PowerPoint), and data analysis (MS Excel, Tableau, or SQL)
Strong problem-solving skills with the ability to exercise mature judgment
Information for applicants with a need for accommodation: https://www2.deloitte.com/us/en/pages/careers/articles/join-deloitte-assistance-for-disabled-applicants.htmlThe wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $203,400 - $339,000.You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.