Program Manager,OD and Change

PRIMARY FUNCTION: The Program Manager, HR Integrations & Change Enablement is responsible for developing, leading, and driving the HR planning, transformation, and onboarding for new acquisitions. Facilitating organization & cultural integration and transformation in partnership with Human Resources, Business Partners, and other key members of the Business Development Integration, Project Management, and Mergers & Acquisitions teams.

The position will collaborate to drive HR Integration, while continuing to evolve the HR M&A Playbook in support of the overall enterprise OD, Change Management, Integration and transformation framework and strategy. The incumbent will partner with cross functional teams to ensure change readiness, HR Integration, and onboarding are completing in a timely and effective manner.

REPORTS TO: Director, HR Integrations, OD & Change Enablement

SUPERVISORY RESPONSIBILTIES: None

FLSA STATUS: Exempt

ESSENTIAL FUNCTIONS OF THE JOB: (This list may not include all of the duties that may be assigned.)

1. Lead efforts for integrating practices that align with the OD, Change Management, Integration and transformation framework and strategy.
2. Serve as the owner for end-to-end integrations workflows, through all phases of integration, in partnership with the HR team, key stakeholders and Director.

1. Assess organizational cultures, capabilities, and alignment to effectively tailor the integrations and change process for successful onboarding of leaders and individual contributors for M&A incoming practices.

1. Manage execution of overall integrations change efforts and onboarding while simultaneously leading transition projects and programs.

1. Partners with HR Leaders, HRBP's and other functional colleagues to provide subject matter expertise for all integrations related activities, from pre-planning through optimization:
   • Leading project and program efforts related to the HR transformation for incoming integrations.
   • Identifying risks and developing mitigation strategies designed to improve the experience for incoming practices.
   • Development and execution of communication strategies and plans.
   • Driving total rewards analysis, change readiness assessment, and onboarding efforts for new integrations.
   • Assess the effectiveness of communication and training for integrations.
   • Assess organization alignment for change and develop interventions to improve alignment during all phases of integrations.
   • Develop effective approaches for sustaining and realizing change goals and transformation following integration.
   • Manage HR efforts for multiple integrations simultaneously.
   • Conduct root cause analysis and process improvement initiatives related to HR integrations.

1. Facilitate workshops focused on designing future state operating models, organization structures, and business requirements for PA departments, as part of a carve-out or merger integration.

1. Support change management adoption integrations onboarding to support business strategy execution.

1. Engage with HR Business Partners on all aspects of M&A and ensure HR Leadership is apprised of plans and key issues.

1. Drive completion of due diligence for HR during deals, while having line of site to the M&A pipeline.

1. Focus on execution, being hands-on in driving HR integration, onboarding, and change management for M&A.

1. Perform critical path analysis and develop action plans to mitigate risk for integration and transformation.

1. Build and lead full integration and transformation plans in partnership with HRBPs and other key HR partners.

TYPICAL WORKING CONDITIONS:

• Indoor Work
• Operating Computer
• Sitting/Standing/Walking
• Traveling
• Sense of Sight, Hearing and Touch
• Ability to wear Personal Protective Equipment (PPE) to include gown, mask/facial shield covering)

PERFORMANCE REQUIREMENTS:

Adhere to all organizational information security policies and protect all sensitive information including but not limited to ePHI and PHI in accordance with organizational policy, Federal, State, and local regulations.

EDUCATION: BA/BS Required, MBA or MSHRM a plus

LICENSURE/CERTIFICATION:

*Upon hire, and for the duration of the employment, driver's license must be active and valid.*

EXPERIENCE:7+ years of Human Resources experience in a variety of disciplines with subject matter expertise in HR project management, change management, organizational design, leadership development, and performance management. Experience with M&A transformation and integration highly desirable.

KNOWLEDGE, SKILLS & ABILITIES:

Experience working in a large, National, fast growing matrix organization with proven success developing and leading projects with executive leaders and internal HR partners. Proven ability to plan, organize, prioritize and effectively manage multiple complex projects concurrently. Experience and ability to drive integrations and onboarding methodologies and practices. Superb communication and presentation skills and the ability to deal effectively and build trust with all levels of employees and management are required. Ability to drive multiple ongoing projects to completion simultaneously, while ensuring integrations experience efforts are aligned with enterprise programs.

The foregoing description is not intended and should not be construed to be an exhaustive list of all responsibilities, skills, efforts or working conditions associated with the job. It is intended to be an accurate reflection of the general nature of level of the job.

I have read the above job description and my supervisor has discussed it with me and I understand the responsibilities of the job for which I have been hired. I acknowledge that I have assumed responsibility for carrying out these tasks to the best of my ability and accordance with company policies.