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Deal Value Human Capital Manager

  • Location: New York City, NY
  • Job Type: Direct Placement
  • Ref No: 19-07134
  • Date: December 06, 2019
  • Job title:
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Job Description - Deal Value Human Capital Manager

A large consulting firm is looking for a candidate who has a strong career within Delivering Deal Value services and mergers. This position will provide the individual with the opportunity to help clients achieve maximum value on their deal transactions by solving transformational and complex challenges.

Responsibilities

As a Senior Manager, you'll work as part of a team of problem solvers with extensive consulting and industry experience, helping our clients solve their complex business issues from strategy to execution. Specific responsibilities include but are not limited to:

  • Proactively assist in the management of a portfolio of clients, while reporting to Directors and above
  • Be involved in the financial management of clients
  • Be actively involved in business development activities to help identify and research opportunities on new/existing clients
  • Develop project strategies to solve complex technical challenges for our clients
  • Manage and deliver large projects by developing the project team, assessing engagement risks throughout, driving conclusions, and reviewing / challenging the output produced by the team
  • Shape and deliver projects to meet and exceed the expectations of our clients and our own quality criteria
  • Train, coach, and supervise team members

Preferred Knowledge/Skills:

Demonstrates intimate knowledge and/or a proven record of success in the following areas:

  • Including pre-deal operational due diligence, integration and separation planning and execution, synergy and cost savings analysis, with extensive knowledge of the Human Resources functional area, M&A and Divestitures;
  • Demonstrating proven business acumen, including analytical and problem solving skills, prioritizing, organizing, and tracking details, meeting deadlines of multiple projects with varying completion dates;
  • Demonstrating relationship management, collaborating cross-functionally and effectively prioritizing projects in a dynamic environment;
  • Building strong, collaborative relationships with team members and fostering a productive teamwork environment;
  • Overseeing and driving development of staff, including being mentor and coach to staff members and help direct business development initiatives; and,
  • Communicating effectively in written and oral formats to various situations and audiences.

Demonstrates intimate abilities and/or a proven record of success structuring and leading the Human Resources function in complex deals and transformational programs, including the following areas:

  • Domestic and global HR post diligence processes with respect to mergers, acquisitions, spin-offs and carve outs;
  • Supporting HR functional standalone and synergy assessments during diligence;
  • Assessing organizational, people, and HR functional implications of a deal, and assist with developing the approach and initial strategy to enable employee transition;
  • Aligning the company and clients across functional stakeholders to develop and define a cohesive HR deal plan that captures aspects of HR technology, people, and process with a focus on planning and execution of key areas, including merging of the HR function, transition of systems, benefits, payroll, processes, talent management, vendor management, policies and procedures;
  • Partnering with clients across functional teams and counsel to coordinate employee transfer processes, global mobility and compliance according to local legal requirements;
  • Supporting broader M&A efforts around change management, organization design, onboarding, training, workforce transition, and communications and culture;
  • Providing coordination of HR functional workstreams throughout the deal lifecycle and serve as the primary team interface managing dependencies;
  • Driving project scope, budgets, staffing resources, information and data requests;
  • Leading workshops, creating and coordinate final deliverables;
  • Identifying potential employment and HR program risks and liabilities to the business;
  • Building solid and collaborative relationships with team members, fostering a productive and teamwork environment; and,
  • Leading teams to generate a vision, leveraging diverse views, and helping develop and grow team members throughout the course of every engagement.

 




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