Manager, People Integrations

Ascend Group

People Operations Integration Manager at Ascend integrating HR processes for acquired firms. Leading change management and ensuring compliance with labor laws during mergers and acquisitions.

Posted 7/20/2026full-timeRemote • 🇺🇸 United StatesMid-LevelSeniorWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in managing HR integration during mergers and acquisitions, focusing on compliance, risk mitigation, and cultural alignment. Proficient in project management and data migration, with strong communication and collaboration skills across multidisciplinary teams.

Highest-signal resume keywords

M&A Integration ManagementWorkday ProficiencyHR Compliance KnowledgeProject Management SkillsChange Management Leadership

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

HR ProcessesData MigrationRisk MitigationEmployee Engagement StrategiesHR Analytics

Soft Skills

Exceptional CommunicationAnalytical Problem-SolvingCollaboration Across Departments

Tools & Technologies

Microsoft PlannerWrikePayroll Systems

Certifications & Qualifications

SHRM CertificationSPHR Certification

Industry Keywords

Professional ServicesAccounting FirmsLabor LawsCultural IntegrationEmployee Relations

Tech Stack

Tools & technologies

Unity

About the role

Key responsibilities & impact

Lead People due diligence, partnering with benefits and legal vendors to identify key risks, issues, and areas for opportunity and mitigation
Develop the integration project plan, including timeline and deliverable milestones, and manage people integration from LOI signing through three months post-close in Microsoft Planner
Manage the harmonization of HR policies, practices, compensation, HR technology, and benefits across the partner firm and Ascend
Gather, organize, and migrate employee data from the acquired firm, ensuring accurate and complete employee information transfer
Own execution of the Platform Integration Playbook and the Add-On Playbook as part of the TST (Technology Stack Transition) process
Lead change management initiatives that ensure smooth transitions, focusing on employee engagement, communication, and reduced disruption throughout integration
Act as a cultural ambassador, conducting cultural due diligence and leading efforts to integrate and unify organizational cultures
Serve as the point of contact for employees from the acquired firm, addressing questions and concerns regarding integration, policies, and HR processes
Track employee sentiment through surveys and feedback tools, escalating concerns to senior HR leadership when necessary
Organize integration-related events, workshops, and training sessions that foster a smooth cultural transition, including open enrollments, system trainings, and HR Lead trainings
Establish post-acquisition onboarding and engagement programs, partnering with the Employee Experience Manager to integrate new employees
Ensure all HR processes during M&A comply with local labor laws, regulatory requirements, and internal policies through structured due diligence analysis
Identify and mitigate risks associated with HR integration, including legal, compliance, and employee relations challenges
Manage the seamless integration of Workday between the two entities, ensuring proper data migration
Troubleshoot HR system issues that arise during the transition and coordinate with IT and HRIS teams to ensure smooth adoption of systems by employees from the acquired firm
Partner closely with Finance, Legal, IT, and Operations to ensure smooth HR integration, serving as the HR representative on the M&A integration leadership team for talent and workforce matters
Lead cross-functional HR workstreams to ensure successful execution of integration plans
Track and report on HR integration progress against key indicators including retention rates, employee satisfaction, and cultural alignment
Provide regular updates to senior leadership, identifying risks and proposing mitigation strategies as needed.

Requirements

What you’ll need

Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree or HR certification (e.g., SHRM, SPHR) preferred
Minimum of 4 years of HR experience, with at least 3 years managing M&A integrations or large-scale transformations
Experience in professional services or accounting firms strongly preferred
Deep knowledge of HR processes and best practices for M&A, including HCM systems, legal and policy integration, and benefits harmonization
Proven ability to lead large-scale change efforts that foster engagement and minimize disruption
Strong understanding of labor laws, HR compliance, and risk mitigation, particularly in an M&A context
Demonstrated ability to collaborate across departments and lead multidisciplinary teams
Strong analytical and problem-solving skills, with the ability to develop data-driven solutions to integration challenges
Exceptional communication skills across all levels of the organization, from C-suite executives to front-line employees
Experience integrating different corporate cultures and building unity across merged teams
Strong project management skills with the ability to manage multiple projects simultaneously
Proficiency with Workday, payroll systems, and data migration, plus strong command of HR analytics and reporting tools and a project management platform such as Microsoft Planner or Wrike.

Benefits

Comp & perks

Access to growth capital
Robust talent acquisition
Best-of-breed technology
Shared back-office services
Modernized equity incentives
Employee engagement programs