Director, People Integration & Enablement

Role Description

The Director, People Integration & Enablement will lead Amerit's People workstream for acquisitions from early diligence through Day 1, post-close stabilization, and business-as-usual handoff. This role will build the integration playbook, lead cross-functional HR deal pods, identify human capital risks and opportunities, and ensure acquired employees and leaders experience a clear, compliant, and practical transition into Amerit. This is a strategic operator role for someone who can create structure in ambiguity, lead through influence, translate enterprise People processes into the realities of a field-based workforce, and make every integration faster and better than the last.

Essential Duties & Responsibilities

• Lead People integration and governance
• Serve as the primary People integration lead for assigned acquisitions, managing timelines, milestones, owners, risks, decisions, and executive updates.
• Stand up and lead cross-functional integration pods across HRIS, Payroll, Benefits, Compliance, People Relations, L&D, People Operations, People Business Partners, Legal, Finance, IT, Safety, Operations, and acquired-company leaders.
• Define the governance model, meeting cadence, escalation path, deal-tiering approach, decision rights, and post-integration lessons-learned process.
• Own HR diligence and human capital risk assessment
• Lead HR diligence, including data requests, workforce analysis, organizational structure, compensation, benefits, payroll, timekeeping, HR systems, policies, employee relations matters, leaves, contracts, and employment compliance.
• Partner with Legal, Finance, Payroll, Benefits, Compliance, Operations, and Corporate Development to identify workforce liabilities, cultural risks, transition complexity, retention needs, and mitigation plans.
• Translate diligence findings into clear recommendations, integration assumptions, required decisions, and Day 1 readiness requirements.
• Drive Day 1 readiness and employee experience
• Own the People Day 1 readiness plan so acquired employees know what is changing, what is not changing, what actions they need to take, and where to get help.
• Coordinate readiness across payroll, HRIS, benefits, onboarding, employee support, policy communication, manager enablement, compliance requirements, and system access.
• Create employee FAQs, manager talking points, transition guides, issue-routing processes, office hours, pulse checks, and feedback loops to monitor and improve the employee experience.
• Enable operations, talent, and culture integration
• Partner with Operations and PBPs to translate People processes into practical field execution for technicians, supervisors, dispatchers, managers, and site leaders.
• Support talent mapping, org design, reporting-line transitions, leadership alignment, culture assessment, critical-role identification, and retention planning.
• Activate field integration champions and partner with Learning & Development on manager enablement, culture onboarding, and change adoption.
• Build a scalable People integration engine
• Create and maintain reusable tools, including HR diligence checklists, integration project plans, Day 1 readiness trackers, payroll/benefits/HRIS trackers, compliance risk logs, talent dashboards, manager guides, employee communications, and retrospective templates.
• Continuously improve the playbook after each deal so integrations become less dependent on ad hoc effort and more consistent, efficient, and measurable.

What Success Looks Like

• Every acquisition has a documented People integration plan, risk log, owner map, and executive-ready status update.
• HR diligence is completed for applicable acquisitions and key workforce, compliance, payroll, benefits, talent, and culture risks are surfaced early.
• Day 1 milestones are completed on time, with minimal first-paycheck, benefits, system-access, or employee-support issues.
• Critical talent and leadership risks are tracked, field leaders feel equipped to support acquired employees, and employee questions are resolved within agreed service expectations.
• Lessons learned are captured after each integration and used to improve tools, timelines, governance, and employee experience.

Qualifications

• 8+ years of progressive HR, People Operations, HRBP, HR transformation, HR PMO, or M&A integration experience.
• Experience supporting distributed, field-based, hourly, operational, or multi-site workforces.
• Broad HR fluency across HRIS, payroll, benefits, compliance, employee relations, onboarding, talent, communications, and change management.
• Proven ability to lead complex, cross-functional projects through influence in a matrixed environment.
• Strong project management, risk tracking, executive reporting, written communication, and employee-facing communication skills.
• Ability to operate in fast-paced, ambiguous environments and travel across North America as needed.
• Direct experience with M&A integration, post-merger integration, HR diligence, or acquisition-related HR transformation.
• Experience with HRIS, payroll, benefits, timekeeping, or employee-data transitions.
• Experience supporting multi-state, multi-site, or North American employee populations.
• Experience in fleet services, field services, transportation, logistics, automotive, manufacturing, facilities, or another operationally intensive environment.
• Experience with culture integration, organizational design, talent mapping, retention planning, or change management.

Benefits

• Full benefits within 30 days
• Medical, dental, vision, prescription drug coverage, life insurance, disability insurance
• 401(k) match program
• Unlimited vacation, holidays, and sick time
• Commitment to your safety through boot and prescription safety glasses reimbursement
• Career and learning development with an extensive training program through our Amerit University
• Employee referral program, up to $500 bonus
• ASE certification program with fee reimbursement and bonus
• Employee recognition platform that includes opportunities to redeem points for merchandise
• Employee Assistance Program (EAP)
• 24/7 nurse triage line
• Employee discounts on cell phone service and entertainment tickets
• Employee resource groups (ERGs) that foster inclusion