Human Resources M&A Integration

Human Resources M&A Integration Lead 

Centennial, CO | Hybrid (3 Days In Office) 

Join Orica's Human Resources team and play a critical role in the successful integration of acquired businesses. This is a highly visible position responsible for leading the People workstream across mergers and acquisitions, guiding complex workforce recommendations, identifying risks, and driving integration outcomes that support both business objectives and employee experience.

This role is designed for an experienced HR leader who has previously led integration activities from the acquiring organization's perspective. You will work closely with senior leaders, HR Centers of Excellence, , and business stakeholders to ensure successful integration planning and execution.

The Opportunity 

As the Human Resources M&A Integration Lead, you will be accountable for leading the People workstream throughout the acquisition lifecycle, from workforce due diligence through post-close integration.

You will develop the people workstream integration plan, evaluate workforce structures, compare employee programs, identify integration risks, develop recommendations, manage stakeholders
and ensure acquired employees experience a smooth transition into Orica.

What you will own 

M&A People Integration Leadership
•    Lead the People workstream for multiple acquisitions and business integrations from due diligence through post-close execution.
•    Develop and manage end-to-end People integration plans, governance structures, milestones, dependencies, and deliverables.
•    Serve as the primary HR lead across integration teams and work closely with business stakeholders.

Workforce Analysis and Integration Decisions
•    Lead workforce due diligence activities, including collection, validation, interpretation, and analysis of employee data.
•    Compare organizational structures, reporting relationships, roles, and workforce models to identify integration opportunities and risks.
•    Analyze employee compensation, incentives, benefits, leave programs, and employment terms to support integration planning and recommendations.
•    Evaluate integration options and provide risk-based recommendations.
•    Develop decision papers, presentations, and briefing materials that enable timely and informed business decisions.
•    Lead job mapping, organization design, grading, and workforce transition activities.

Risk Management and Governance
•    Identify workforce, employee relations, retention, reward, operational, compliance, and implementation risks. •    Assess impacts, mitigation strategies, and downstream implications of integration decisions. •    Escalate critical risks and unresolved issues through appropriate governance forums. •    Ensure People integration activities align with legal, regulatory, and company requirements.