Mergers and Acquisitions Strategic Program Manager

Job Description

Mergers and Acquisitions Strategic Program Manager

M&A is a key aspect of Intel's strategy to grow market share or enter new markets. When Intel acquires a new company, the company has two assets: the intellectual property and the people who created that IP. The HR M&A Deal Owner will partner with the business to plan and execute the needed people strategy to accomplish Intel's larger business goals.
As the HR M&A Strategic Program Manager (SPM), you'll be responsible for designing and driving the people strategy from the early M&A strategy phase through Full Transition, ensuring the business objectives of the deal are clear and that HR support aligns with those objectives. Provide leadership and oversight to HR Deal Team and manages relationships with key stakeholders & partners. You are the overarching owner of the People Strategy as well as the face of HR to the Deal Team, business leaders and the newly acquired company and its leaders and employees.
Your work will include; the design and execution of the People Strategy; lead the HR functional team through due diligence and integration, project plan management and milestone delivery, managing stakeholders, resolving issues, creating a positive employee experience and meeting success criteria. You will be utilizing your experience to drive HR dimensions of organizational integrations or divestitures, including workforce transition and employee experience, leadership and talent management strategies, cultural transformation and implementing change management and communication strategies.
What you will do:

• Engage in strategic discussions about the business goals and extend that into the development of a holistic people strategy. Taking into account short- and longer-term goals, deliverables and metrics
• Enable change in organizations to enable the agreed upon people strategy
• Recommend holistic design solutions and solicit the right resources to implement
• Influence senior business leaders at all levels of the organization and partner with stakeholders across HR
• Creates/tracks/adjusts the project schedule; monitor progress against schedule and determines and takes remedial action as appropriate.
• Manage the HR M&A team, coordinates and prioritizes utilization of resources with other M&A work streams.
• Travel ~30% of the time

Skills you need:

• Organization & Business Acumen: Understand or be willing to quickly learn Intel's businesses and its vision and strategy for future growth. Know the financial implications of M&As and divestitures. Comprehend how things work internally - from the interconnected political, social, and information networks to the processes and structures that shape how things get done.
• HR and Legal Acumen: Assess issues in the context of legal parameters and an organization's policies, processes, structures and capabilities to develop thorough and realistic plans; familiarity with labor and employment law principles in the US and worldwide, including in GER
• Relationship Management: Build trusting relationships that allow you to provide both practical and strategic guidance. Collaborate across management levels within and outside of HR, including partnering closely with the M&A team and HR M&A legal team
• Organization and Talent Design: Align the organization's structure, process, rewards, metrics, and talent with the business strategy
• Leadership Development and/or Coaching: Coach business leaders to align leaders and supporting teams to achieve clear, executable strategies. Know when and how to provide constructive feedback and team effectiveness interventions. Advocate for getting the right leaders in place for a high-performing leadership team.
• Cultural Adaptation and Change and Transition Management: Identify and create actions to address culture gaps or mismatches. Create a change strategy, enroll leaders and key influencers and implement effectively to foster acceptance and drive productivity across all critical populations.
• Program management: Drive an initiative from beginning to end; High tolerance for ambiguity and rapidly changing circumstances is a must. Bring in experts when needed to work towards the strategic goals. Synthesize data and determine the right course of action to address business challenges

Qualifications

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Organizational Development, or related field with 6+ years related experience and/or prolonged course of study in a job-related field or equivalent experience
• HR professional with 3+ years experience managing projects, including PLC methodology

Preferred Qualifications:

• Master’s degree in Human Resources, Organizational Development, or related field with 4+ years related experience and/or prolonged course of study in a job-related field or equivalent experience
• 4+ years experience in HR M&A industry a distinct advantage

Intel's Human Resources group is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the company's culture and values. Intel Human Resources provides first-rate, cost-effective services and support to employees worldwide and is dedicated to advancing Intel's business goals.

Other Locations
US, Arizona, Phoenix

Posting Statement
All qualified applicants will receive consideration for employment without regard to race, color, religion, religious creed, sex, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance....