Senior Director, People M&A

Senior Director, PeopleM&A

Equinix is the world's digital infrastructure company®, shortening the path to connectivity to enable the innovations that enrich our work, life and planet.

A place where bold ideas are welcomed, human connection is valued, and everyone has the opportunity to shape their future.

A career at Equinix means being at the center of shaping what comes next and amplifying customer value through innovation and impact. You'll work across teams, influence key decisions, and help shape the path forward. You'll find belonging, purpose, and a team that welcomes you—because when you feel valued, you're empowered to do your best work.

Role Description

The PeopleM&A Leader will oversee and lead the People functions Merger & Acquisition + Emerging Market team and is the strategic partner to the business and deal teams by shaping M&A and divestiture strategies through a people and culture lens. The M&A HR Leader ensures that workforce insights influence deal decisions, drives value realization beyond financials, and safeguards business continuity, culture, leadership, and talent outcomes.

This leader will ensure seamless strategy and execution across the full deal lifecycle - from due diligence to integration or separation to stabilising post-event - while safeguarding employee experience, mitigating risks, and ensuring compliance. They will manage a dedicated PeopleM&A delivery team, scaling resources up or down based on deal flow and priorities, and will partner closely with all People teams and business leaders to align people-related integration plans with organizational goals.

Key Responsibilities

Influence Transaction Strategy

• Influence deal structure discussions (e.g. asset vs. share deal, TSA complexity, leadership retention).
• Drive early people related due diligence findings allow to influence the Corp Dev strategy/bid price to get the best ROI and value to Equinix.
• Advise on leadership operating model post-close.
• Assess talent flight risk, leader disengagement, union or regulatory pressure - before deal signing.
• Translate workforce implications into clear business trade-offs: Speed vs. adoption, clean exit vs. local relationship impact, cost vs. reputation.

Strategy Development & Execution

• Define the overall strategy, approach, and standards for HR M&A activities, ensuring alignment with organizational goals (from due diligence to integration).
• Lead the end-to-end HR strategy and execution for all M&A transactions, including feasibility assessments, due diligence, deal execution, and post-close integration.
• Define strategies for establishing operations in emerging markets and facilitate their integration into the global HR framework.

Team Resourcing

• Oversee a flexible team of M&A specialists and contributors, scaling capacity up or down in alignment with deal priorities and timelines.
• Set performance expectations, track KPI's, foster a culture of accountability and continuous improvement, and ensure high-quality, on-time delivery of services accurately and with high levels of employee satisfaction.
• Be fully accountable for the operational execution of all programs in scope.
• When not engaged in active transactions, redeploy resources to high-priority HR initiatives within People Experience.
• Ensuring adequate HR resourcing pre- and post-transition; including country specific culture and legal/regulatory/statutory requirement expertise.

Program Management Oversight & Execution (Integration/Separation)

• Will drive regional program management for the region they reside in and oversee execution of other regions delivered via regional M&A team members.
• Partner with COEs (e.g. Total Rewards, Talent Acquisition, HR Technology) to ensure all HR workstreams have a detailed project plan and it is integrated into the broader enterprise integration plan.
• Manage M&A risk assessments and develop mitigation strategies from an HR lens.

Stakeholder Management

• Partner with business, Corp Dev, Finance, Legal, and TPT CoEs to ensure people-related risks and costs are factored into deal negotiations and valuations.

Escalation Management & Brand Protection

• Serve as the primary escalation point for HR-related issues during transaction execution and represent the people function at the enterprise M&A working group.
• Ensures M&A decisions reflect the needs of employees and protect the employer brand.

Emerging Market Operations

• Transition new markets to global Operating Model.
• Manage delivery of services to Emerging Markets until stabilized - ensuring global standards tailored to market as needed.

Knowledge and Experience

• A significant number of years of proven experience in HR Leadership roles managing large-scale M&A, divestitures, & integration transactions.
• Strong understanding of end-to-end HR practices, including compensation, benefits, talent management, and HR data & technology.
• Familiarity with legal, financial, and operation aspects of M&A from a people perspective.
• Track record of successfully leading cross-functional, multi-geography integration teams.

Skills and Attributes

• Leadership Skills: The ability to inspire, empower, motivate, and guide a diverse team. Foster a collaborative, continuous improvement and high-performance culture that is continuously building capability.
• Ability to hold teams accountable for results, while balancing efficiency and empathy.
• Agility: Ability to see the big picture while navigating complex, fast-changing deal environments. Thrives under pressure and in high‑stakes, time‑sensitive situations.
• Disciplined approach to planning, governance, and delivery, ensuring deals close on time and integration goals are met.
• Project Management Skills: The ability to manage multiple priorities, projects, and deadlines while maintaining a focus on quality and efficiency.
• Detail Oriented & Organized: Highly organized, detail‑oriented, and committed to operational excellence.
• Collaboration: Influential collaborator and relationship builder who builds trust and works effectively across HR, other functions, and external stakeholders.
• Drive alignment between HR and other functions on priorities.
• Cultural Awareness: Ability to bridge cultures, engage leaders, and create a unified employee experience.
• Navigating Complexity: Utilizes high discretion, professionalism, and has a strong ethical compass.
• Commercial HR Acumen: Understands deal economics and translates people dynamics into business impact.

Equinix Benefits

As an employee, you become important to Equinix's success. We ensure all your benefits are in line with our core values: competitive, inclusive, sustainable, connected and efficient. We keep them competitive within the current marketplace to ensure we're providing you with the best package possible. So, wherever you are in your career and life, you'll be able to enhance your experience and bring your whole self to work.

Employee Assistance Program: An Employee Assistance program is available to all employees.

US Benefits: Insurance: You may enroll in health, life, disability and voluntary plans that are designed for you and your eligible family members. Retirement: You and Equinix may contribute to a retirement plan to help you plan for your financial future. Paid Time Off (PTO) and Paid Holidays: You will receive an accrued amount of PTO each pay period along with various paid holidays for you to rest and recharge. Eligibility requirements apply to some benefits. Benefits are subject to change and may be subject to specific plan or program terms.

Canada Core Benefits: Insurance: You may enroll in healthcare coverage that is designed to complement the provincial healthcare system, along with life, disability and optional benefit plans that are designed for you and your eligible family members. Retirement: You may also enroll in Equinix-sponsored retirement or savings plans: Defined Contribution Pension Plan (DCPP), Group Retirement Savings Plan (RRSP) and Tax-Free Savings Plan (TSFA). Vacation and Paid Holidays: Equinix offers both vacation and personal time, along with various paid holidays for you to rest and recharge. Eligibility requirements apply to some benefits. Benefits are subject to specific plan or program terms, and to change at Equinix discretion.

Pay Range

The targeted pay range for this position in the following location is / locations are:

United States - Dallas Infomart Office DAI : 200,000 - 300,000 USD / Annual

Canada - Toronto Office TRO : 202,000 - 302,000 CAD / Annual

Our pay ranges reflect the minimum and maximum target for new hire pay for the full‑time position determined by role, level, and location.

The pay range shown is based on our compensation structure in place at the time of posting and may be updated periodically based on business needs. Individual pay is based on additional factors including job‑related skills, experience, and relevant education and/or training.

The targeted pay range listed reflects the base pay only and does not include bonus, equity, or benefits. Employees are eligible for bonus, and equity may be offered depending on the position.

Equal Employment Opportunity

Equinix is an Equal Employment Opportunity and, in the U.S., an affirmative action employer. All qualified applicants will receive consideration for employment without regard to unlawful consideration of race, color, religion, creed, national or ethnic origin, ancestry, place of birth, citizenship, sex, pregnancy / childbirth or related medical conditions, sexual orientation, gender identity or expression, marital or domestic partnership status, age, veteran or military status, physical or mental disability, medical condition, genetic information, political / organizational affiliation, status as a victim or family member of a victim of crime or abuse, or any other status protected by applicable law.

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