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What will your typical day look like?

Reporting to the Director, People Integration, you will play a strategic advisory role in complex M&A transactions for the Firm, helping leaders assess people-related risks, evaluate options, and make informed integration decisions from diligence through offer strategy, close readiness, Day 1, and post-close stabilization. This role is ideal for a high-judgment, executive-ready professional who combines HR depth, M&A discipline, consulting presence, and practical execution to help leaders make better people decisions. You will work with Partners, Directors, bid teams, client leaders, and cross-functional colleagues to translate complex people insights into clear recommendations, decision materials, and employee transition strategies.

You will bring structure to ambiguity, anticipate risks, and help advance scalable tools, playbooks, and processes that strengthen Deloitte’s M&A Centre of Excellence. Beyond M&A, you will contribute to broader People Experience priorities, including onboarding improvements, automation and AI opportunities, and policy or process changes that require thoughtful impact assessment and clear communications.

To achieve this, you will:

• Lead people-related diligence by assessing risks, opportunities, and integration implications across compensation, benefits, compliance, employment terms, talent, culture, and readiness.
• Translate diligence findings into executive-ready insights, recommendations, and decision materials for Partners, Directors, transaction teams, and senior leaders.
• Shape offer strategy and employee transition approaches, including employment terms, offer letters, leader materials, communications, FAQs, and supporting collateral.
• Drive close readiness by coordinating people-related milestones, dependencies, decisions, communications, information sessions, and employee touchpoints.
• Design and oversee Day 1 and post-close stabilization activities that help acquired employees feel informed, connected, and supported.
• Partner with cross-functional and client-facing teams to influence integration decisions, resolve issues, align interested parties, and support the broader transaction strategy.
• Bring structure and momentum to ambiguous, fast-moving transactions through integrated plans, decision trackers, risk logs, status updates, and escalation paths.
• Build reusable M&A assets, including diligence templates, offer strategy tools, close readiness playbooks, Day 1 materials, stabilization checklists, dashboards, and decision logs.
• Support continuous improvement of the firm’s national onboarding program, including identifying opportunities to streamline work through automation, AI, and workflow improvements.
• Support policy and process changes by assessing impacts and translating changes into clear communications, FAQs, briefing notes, and leader talking points.
• Bring a people-centred lens to all work, ensuring changes are communicated thoughtfully and implemented with minimal disruption.

About the team

The Culture and People Office (CPO) plays a pivotal role in enabling the broader firm Category of One strategy by inspiring and empowering our people and delivering “I only could have done it at Deloitte” experiences. People Experience is a key function of CPO, providing a scalable platform to respond to changing business needs, and driving continuous improvement across our talent Centres of Excellence. As the face of HR to the business, the team is responsible for:

• Acting as a steward of the employee experience, with services aligned to key employee lifecycle milestones and our “I could have only done it at Deloitte” people experience
• Focusing on the employee journey by delivering end-to-end operational experiences through defined processes that are standard for all business segments
• Establishing program services to support complex, escalated, or strategic process/cycle needs

Enough about us, let’s talk about you

Requirements:

• Extensive HR and M&A Depth: 5+ years of progressive HR experience (ideally in transactions, integrations, or consulting environments), bringing strong knowledge of compensation, benefits, employment terms, and the employee lifecycle in complex transactions.
• Business and Commercial Acumen: Understands how people-related risks, costs, obligations, and employee experience considerations influence deal value, integration choices, and leader decisions.
• Project Lifecycle Management: Able to own complex workstreams across diligence, offer strategy, close readiness, Day 1, and post-close stabilization while managing risks, dependencies, and competing priorities.
• Analytical Judgment: Comfortable with complex or imperfect diligence data; identifies what matters, frames options clearly, and translates findings into practical recommendations to influence integration decisions.
• Consulting Mindset: Brings curiosity, structured thinking, and problem-solving skills to ambiguous situations; can diagnose issues, evaluate trade-offs, and recommend a path forward under high-pressure situations.
• Executive Presence & Communication: Clear, confident communicator who can prepare polished materials, brief senior leaders, and engage Partners, Directors, transaction teams, and client leaders with credibility.
• Strategic Influence: Builds trust quickly, anticipates the needs of collaborators, challenges constructively, and brings forward recommendations that enable timely, well-informed decisions.
• Relationship Building: Develops trusted relationships across HR, legal, finance, technology, business, transaction, and client-facing teams to align decisions and move work forward.
• Comfort with Ambiguity: Thrives when information is incomplete, decisions are time-sensitive, and priorities shift quickly.
• Advanced Tech Savviness: Passionate and curious about the art of the possible with respect to leveraging automation and AI to improve processes and design new ways of working.
• Practical Execution: Balances strategy with delivery, ensuring recommendations are actionable, employee-centred, commercially aware, and realistic in a fast-paced transaction environment.

Education & Certifications:

• Bachelor’s degree in a relevant field such as Human Resources, Business Administration, Commerce, Organizational Psychology, or a related discipline.
• Equivalent experience, a graduate degree, or a relevant professional designation such as a CPHR / CHRP, PMP, or change management certification would be considered an asset.

Total Rewards

The salary range for this position is $85,000 - $156,000, and individuals may be eligible to participate in our bonus program. Deloitte is fair and competitive when it comes to the salaries of our people. We regularly benchmark across a variety of positions, industries, sectors, targets, and levels. Our approach is grounded on recognizing people's unique strengths and contributions and rewarding the value that they deliver.

Our Total Rewards Package extends well beyond traditional compensation and benefit programs and is designed to recognize employee contributions, encourage personal wellness, and support firm growth. Along with a competitive base salary and variable pay opportunities, we offer a wide array of initiatives that differentiate us as a people-first organization. On top of our regular paid vacation days, some examples include: $4,000 per year for mental health support benefits, a $1,300 flexible benefit spending account, firm-wide closures known as "Deloitte Days", dedicated days of for learning (known as Development and Innovation Days), flexible work arrangements and a hybrid work structure.