Key ResponsibilitiesEnd‑to‑End HR Integration
Own the full HR integration workstream for the acquisition, managing people, process and systems alignment.
Develop and manage a comprehensive HR project plan, covering milestones across HR Operations, Payroll, Reward, ER, Talent, Systems, Data, and Communications.
Lead HR due diligence activities, assessing people risks, HR costs, culture, policies, and integration impacts.People Transition, TUPE & Onboarding
Manage all workforce transition activities including onboarding, contract issuance and early lifecycle processes post integration.
Lead end to end TUPE transfers (where applicable), including collective/individual consultation, documentation, scripts, FAQs, and communications.
Provide expert advice to leaders and managers on employment legislation, statutory requirements, consultation processes and people impacts.HR Systems, Data & Governance
Oversee HR data migration, ensuring accuracy, completeness and compliance with legal, security and privacy standards.
Coordinate the integration of HRIS, payroll systems, talent platforms and benefits systems in partnership with internal HRIS and IT teams.
Track project risks, issues, dependencies and decision requirements, ensuring effective governance and escalation.Organisation Design & HR Policy Alignment
Work closely with HR and business leaders to deliver organisation design activities, including role mapping, capability assessment, reporting line alignment and future state structure design.
Assess and map HR processes, policies, and terms & conditions, highlighting gaps and recommending aligned, compliant solutions.
Support the harmonisation of employment terms, policies, handbooks and HR governance frameworks.Change, Communications & Stakeholder Engagement
Lead the design and rollout of change management, communication and engagement plans for all impacted employees and leaders.
Act as the central coordination point across HR, Payroll, Communications, Legal, IT and wider project teams.
Build strong relationships with senior stakeholders, influencing and enabling effective decision making throughout the integration.Post‑Integration Stability & Continuous Improvement
Monitor post integration stability, identifying lessons learnt and contributing to the development of future acquisition playbooks.
Ensure people, culture and operating model alignment support the organisation's growth ambitions and long term people strategy.
Experience Required
Senior HR Business Partner, HR Transformation Lead or HR Integration Manager with deep experience of acquisitions, due diligence, integration and complex organisational change.
Proven ability to manage complex, multi work stream HR projects end to end.
Strong commercial mindset and experience within fast paced, high growth or transformation focused environments.
Extensive knowledge of UK employment law, TUPE, consultation processes and HR compliance.
Strong understanding of HRIS, data migration, payroll integration and core HR processes.
Exceptional stakeholder management, communication and influencing skills.
Comfortable working at pace, managing ambiguity and driving clarity in complex environments.
High attention to detail while maintaining a strategic, holistic view.
What you need to do now
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Salary description
£65000.00 - £70000.00 per year