Talent M&A Manager

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You’ll find an environment that inspires and empowers you to thrive both personally and professionally. There’s no one like you and that’s why there’s nowhere like RSM. The Merger & Acquisition (M&A) Human ResourcesBusiness Partnerwillserve as a secondary liaison across the talent organization andcorporate developmentteams frominitialdue diligence to coordinating with centers of excellence to ensure a successful due diligence and transition through integration process. The manager will work with theDeputy Chief Talent Officerand the potential merging firm by building relationships,participatingin cross-functional teams, and coaching them on HR matters throughout the transaction process. The manager will work with theDeputy Chief Talent Officerin communicating and managing expectations and deliverables with the deal team, the merging firm, and the talent organization. The right candidate willpossessaHRBPbackground withdemonstratedexperience managing simultaneous initiativesusing data to drive strongproblem-solvingskills andintegrative thinking. This candidateshould have strongattention to detail, riskmindsetand the ability to adapt to a dynamic environment are essential to succeeding in this role. Due to the nature of this role and the global impact, the ideal candidate will be able to flex hoursto work during non-standard businesshoursas necessary Essential duties: Manage the completion of the HR activities in the due diligence phase Applies knowledge of RSM firm policies and philosophies, employment law,and gains understanding of merging firm’s policies and philosophies and compliance with them Reviews data transaction materials andidentifiessimilarities and differences in policies and philosophies Helpidentifypotential deal breakers with theDeputy Chief Talent OfficerDirector and work with leadership and applicable COE to find creative solutions to resolve differences, whilemaintainingtheobjectiveof consistency with firm policies and practices Leverageappropriate nationaland regional internal resources during due diligence process Works toidentifytarget firm employees who should not transition to RSM for reasons of performance and/or role redundancy Assistin the production of the HR due diligence report Project manage the multiple work streams in the due diligence process to ensure achievement of deadlines. Create and execute project plans and communicate project status Relationship management & communication Builds relationships with internalleadership team,COE teams, and merging firm leadership Identifyandassistin resolution of conflicts that arise during acquisitionordivestitureactivities Works with theDeputy Chief Talent Officeras a liaison between deal team, internalCOEsandthe talent organization by ensuring data documentation from merging firm is obtained and available to internal teams for review Provides pre-deal and post-deal advice acrossa number ofareas within HR CollaborateswithCOEs and leadership teamto providetimelyand effective communication to deal team and talent leaders throughout entire process Carries best practices and learnings from deal to deal working with differing regional teams Manage the facilitation oftalentrelatedM&A activities both in duediligence,transition to implementation, and divestitures Responsible for overall project management of alltalentrelatedM&A activities including transitioning from due diligence to integration. Create and execute project plans and communicate status. Plans work according to approved milestone dates andassistsin holding team members accountable to thetimelycompletion ofidentifiedmilestone activities Works across the firm byparticipatingin cross-functional teams, coaching them on HR matters throughout the process Takes an active role in M&A meetings and calls Coordinates withDeputy Chief Talent Officerand other stakeholders on deliverables and meeting timelines, such as communication plans, announcement dates, offer letter delivery, celebratory and educational events, etc. for the merging firm employees and leadership Ensures process standardization and propose automation where possible Gains understanding of talent processes (performance management, compensation, payroll, benefits, talent acquisition,Learning & Development, etc.) and the interdependencies that exist with other functions (i.e.IT, finance, accounting, marketing, communications, etc.) throughout the firm Assistsin the development and continuous improvement of the talent process documentation Other duties as assigned At RSM, we offer a competitive benefits and compensation package for all our people.We offer flexibility in your schedule, empowering you to balance life’s demands, while also maintaining your ability to serve clients.Learn more about our total rewards at All applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender; sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership.RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at View phone number on click.appcast.io or send us an email at View email address on click.appcast.io. RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate. RSM will consider for employment qualified applicants with arrest or conviction records. For those living in California or applying to a position in California, please click here for additional information. At RSM, an employee’s pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range. Compensation Range: $95,400 - $163,900 Individualsselected for this role will be eligible for a discretionary bonus based on firm and individual performance. #J-18808-Ljbffr RSM US LLP