Sr. HR M&A Manager

Job Description: The Sr. HR M&A Manager will provide planning and execution support to the HR M&A team and business development colleagues by participating in all aspects of the deal lifecycle to include due diligence, comp and benefits, labor and legal, data and HR operations, onboarding, staffing and talent acquisition, communications and training, change management and cultural integration, leadership and talent management planning. Provide analysis, issue/risk identification, planning and integration project management for acquisitions and professional laboratory services deals. Partner and drive accountability across HR Business Partners and Centers of Excellence to conduct due diligence, sharing findings, and support shaping of plans to enable successful integration of employees into the business. Drive accountability through others by providing project management and tracking. Help troubleshoot and enable solutions, while reporting out on risks that require additional support to mitigate. Operate in a fast-paced environment while representing Quest s purpose and culture, providing the best employee experience possible for newly onboarded team members.
Requires strong accountability, action orientation and a sense of urgency. While deep QMS and project management skills are not required, a propensity toward enabling structure and ensuring commitments are met on time is important. Aptitude toward technology and process is preferred. The candidate will have HR generalist/HRBP familiarity across several areas of expertise including compensation, benefits, employment & labor, payroll, HRIT/systems, employee experience, engagement, communications and culture; while deep expertise in each area is not required. Some deal integration experience is preferred, but not required as training and support will be provided. The person in this role will support across a few complex deals simultaneously, while being developed to be able to run HR integration planning and/or small to medium deals as the HR lead.

Duties and Responsibilities
Due diligence
o Assist Director, M&A-HR reviewing and summarizing data; update diligence tracker; prepare questions where data is missing or unclear
o Conduct due diligence
o Participate on deal calls and support the HR report out by having DD templates, charter and issues logs complete.
o Help to aggregate and summarize issues and risks that ultimately shape the HR integration plan
o Interface externally with customer/seller HR and Operations teams
HR/People integration
o Develop HR Charter, maintain and update project plan to capture start and completion dates ensuring all major tasks are reflected on project plan
o Onboarding
Work with Region HR and Seller HR to understand jobs and assist with job slotting/job mapping;
Liaison with M&A Data Analyst to enable data accurate for a quality upload of employees into HRIS
Customer/Seller and Regional Interface
Keep stakeholders informed and represent Quest externally, supported by Director, as it relates to post-close employee concerns and communications with the aim of a smooth transition
Post transition support and learnings
o Organize/facilitate lessons learned intake document aggregating responses from the team.
o Make process improvement recommendations as relevant as we move through each deal
General M&A support
o Maintain M&A SharePoint site
o Maintain/refine tools, templates, training materials as needed
o Document lessons learned and participate in making recommendations for improvement across all aspects of M&A function

Qualifications
8 years total HR experience, with 5 years of HRBP or Generalist experience

o Bachelor s degree
o Proficiency with Microsoft Office products (Excel, Word, PowerPoint); SharePoint experience preferred
o Able to prioritize and juggle multiple projects, problem solve, apply critical thinking skills in a high volume, fast-paced, dead-line driven environment
o Able to research information, analyze data to arrive at valid conclusions and recommendations, develop plan of action exercising judgment and discretion
o Able to prepare comprehensive reports and represent ideas clearly and concisely, both orally and in writing
o Possess thorough knowledge of human resources philosophies, principles, and practices
o Excellent interpersonal, verbal, and written communication skills
o Ability to deal with ambiguity
o Excellent attention to detail, problem solving, organizational and prioritization skills
o Ability to deal with people in a manner which shows sensitivity, tact, and professionalism
o Ability to effectively interact with a diverse population at all levels within the organization
o Ability to maintain composure in stressful situations
o Ability to maintain confidentiality
o Experience onboarding large cohorts of employees in preferred

Competencies
Detail-oriented
Planning ahead/proactive
Strong process orientation
Business acumen
Action-oriented
Dealing with ambiguity
Drive for results
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