About the position

EY focuses on high-ethical standards and integrity among its employees and expects all candidates to demonstrate these qualities. At EY, you’ll have the chance to build a career as unique as you are, with the global scale, support, inclusive culture and technology to become the best version of you. And we’re counting on your unique voice and perspective to help EY become even better, too. Join us and build an exceptional experience for yourself, and a better working world for all. People Consulting, HR Transactions Specialist (Manager) (Multiple Positions) (1708316), Ernst & Young U.S. LLP, New York, NY. Assist clients to enhance organizational and individual performance through strategic HR initiatives and best practices. Manage all human resources aspects of the transaction lifecycle, including HR due diligence, sign-to-close, and post-close support, for both buy-side and sell-side clients. Manage HR due diligence efforts and make recommendations based on findings. Work closely with various stakeholders to assess and mitigate risks, drive change management initiatives, and develop HR strategies that align with the client's objectives. Design and implement HR operating models and organizational structures, enhance HR process efficiency, manage people risks, and provide strategic advice on a range of people-related challenges. Provide support to HR functional teams, ensuring transition process and execution adheres to established commitments and procedures. Manage project workstreams, from planning through implementation, including effective resource allocation, budget management, and risk mitigation, ensuring timely and successful project delivery. Oversee restructuring programs or components of organization design and implementation programs that affect business areas or whole of organizations. Depict capabilities across the workforce at a current and future state, aligned to strategic workforce planning, and identify current gaps and further development areas across teams, role groupings or roles. Define approach to capability mapping aligned to talent and workforce data available and recommend approaches to capability framework design in line with leading market practice, organizational context and strategic workforce planning insights. Provide oversight in conducting different types of transactions with a focus on commercial people factors. Interpret and analyze key transaction documents relevant to buy/sell negotiations and overall people related transactions management activities. Identify and articulate risks and issues across these activities and identify mitigation strategies and problem solving, engaging stakeholders effectively, presenting insights and recommendations on HR implications to support these activities. Document findings of study and prepare recommendations for implementation of new systems, procedures, and organizational changes. Manage and motivate teams with diverse skills and backgrounds. Consistently deliver quality client services by monitoring progress. Demonstrate in-depth technical capabilities and professional knowledge. Maintain long-term client relationships and networks. Cultivate business development opportunities.

Responsibilities

• Manage all human resources aspects of the transaction lifecycle, including HR due diligence, sign-to-close, and post-close support, for both buy-side and sell-side clients.
• Manage HR due diligence efforts and make recommendations based on findings.
• Work closely with various stakeholders to assess and mitigate risks, drive change management initiatives, and develop HR strategies that align with the client's objectives.
• Design and implement HR operating models and organizational structures, enhance HR process efficiency, manage people risks, and provide strategic advice on a range of people-related challenges.
• Provide support to HR functional teams, ensuring transition process and execution adheres to established commitments and procedures.
• Manage project workstreams, from planning through implementation, including effective resource allocation, budget management, and risk mitigation, ensuring timely and successful project delivery.
• Oversee restructuring programs or components of organization design and implementation programs that affect business areas or whole of organizations.
• Depict capabilities across the workforce at a current and future state, aligned to strategic workforce planning, and identify current gaps and further development areas across teams, role groupings or roles.
• Define approach to capability mapping aligned to talent and workforce data available and recommend approaches to capability framework design in line with leading market practice, organizational context and strategic workforce planning insights.
• Provide oversight in conducting different types of transactions with a focus on commercial people factors.
• Interpret and analyze key transaction documents relevant to buy/sell negotiations and overall people related transactions management activities.
• Identify and articulate risks and issues across these activities and identify mitigation strategies and problem solving, engaging stakeholders effectively, presenting insights and recommendations on HR implications to support these activities.
• Document findings of study and prepare recommendations for implementation of new systems, procedures, and organizational changes.
• Manage and motivate teams with diverse skills and backgrounds.
• Consistently deliver quality client services by monitoring progress.
• Demonstrate in-depth technical capabilities and professional knowledge.
• Maintain long-term client relationships and networks.
• Cultivate business development opportunities.

Requirements

• Bachelor's degree in Business, Economics, Finance, Human Resources, Psychology, Statistics, or related field and 5 years of progressive, post-baccalaureate related work experience. Alternatively, will accept a Master’s degree in Business, Economics, Finance, Human Resources, Psychology, Statistics, or related field and 4 years of related work experience.
• 3 years of experience in HR mergers & acquisitions transactions.
• 2 years of experience in two of the following: Change Management (with a focus on M&As), Organizational Design, HR Operating & Delivery Model, HR Process Efficiency & Policies.
• 3 years of experience in transactions and PMO, including HR aspects of mergers, acquisitions, divestitures, and spin-offs.
• 2 years of experience in Human Capital aspects of mergers & acquisitions functions, including in at least 3 of the following: Compensation, Employee benefits, HR operations and technology, HR strategy, Talent and culture, HR functional build-up and supporting the broader enterprise-wide integration efforts, including change management, organization design, and workforce transition.
• 3 years of experience with Excel, Word and PowerPoint.
• 2 years of experience managing a team of junior consulting professionals.

Nice-to-haves

• Travel required up to 80%, of which 10% may be international, to serve client needs.

Benefits

• medical and dental coverage
• pension and 401(k) plans
• a wide range of paid time off options
• flexible vacation policy
• time off for designated EY Paid Holidays, Winter/Summer breaks, Personal/Family Care, and other leaves of absence