Overview:
Human Resource Business Partner, M&A
Travel: Up to 25%, including overnight
About MPOWERHealth
MPOWERHealth provides Intraoperative Neuromonitoring (IONM), Surgical Assist, and neurodiagnostic services to hospitals, ambulatory surgery centers, and surgeons. Our clinicians help keep patients safe in the operating room, and we’re growing, including through acquisitions.
The Opportunity
As our HR Business Partner, M&A, you’ll lead the HR workstream for MPOWERHealth acquisitions, from due diligence through Day 1, Day 100, and post-close stabilization. You’ll then hand acquired teams off to their assigned HR Business Partner. You’ll work closely with the M&A team, Legal, Finance, Operations, and IT. Between deals, you’ll support leaders and teams as an HR Business Partner. Transaction work takes priority during active diligence and integration.
Responsibilities:
HR Due Diligence
- Lead the HR workstream with the M&A team, Legal, Finance, and outside advisors, using the diligence tracker and data room
- Review target workforce information, including org structure, headcount, compensation, incentive plans, benefits, employment agreements, policies, and employee relations matters
- Assess how targets engage their workforce (W-2, 1099, per diem, and physician arrangements) and flag classification and pay practice risks
- Review non-competes, training repayment agreements, and severance and change-in-control obligations with Legal
- Review PEO, payroll, and benefits contracts, including notice periods and termination costs
- Provide headcount, compensation, turnover, and labor cost data, and summarize HR risks and recommendations for HR leadership and the deal lead
Integration and Day 1 Readiness
- Build the HR integration plan in line with the M&A team’s Day 1 and Day 100 plans
- Plan employee transfers based on deal structure, including offer letters, rehires, I-9s, PTO treatment, and WARN review
- Lead the transition of acquired employees onto our HRIS, including payroll, benefits enrollment, and state registrations
- Develop retention plans for key clinical, operational, and leadership employees
- Recommend how and when to align compensation, case and on-call pay, job titles, and policies
- Partner with Clinical Education, the Org Communications Leader, and Talent Acquisition on onboarding, announcements, and the transition period
Post-Close Stabilization and Transition
- Serve as HR liaison through stabilization, typically through Day 100
- Track retention, turnover, and completion of HRIS, payroll, and benefits transitions, and report results to HR leadership and the M&A team
- Hand off acquired teams with documented open items, commitments, and retention agreements
- Conduct post-integration reviews and improve processes for future deals
HR Business Partnership
- Partner with assigned leaders and teams on organizational design, workforce planning, succession planning, performance management, employee relations, and retention
- Provide coverage to the HRBP team during periods of high demand
- Support leadership development, coaching, and engagement programs
- Use HR data to identify trends and recommend actions
Integration Program Management
- Maintain the HR M&A playbook, including diligence request lists, integration templates, Day 1 checklists, and handoff procedures
- Manage the HR workstream plan, issue log, and risk register, and report status to the M&A team
- Run multiple transactions and priorities at once, leading working sessions and following up through completion
- Maintain strict confidentiality of transaction, compensation, and employee information
Qualifications:
- Bachelor’s degree in Human Resources, Business, or a related field
- 8–10 years of exempt-level HR experience, including at least 5 years as an HR Business Partner
- Experience leading or supporting HR due diligence and post-acquisition integration
- PEO experience
- Working knowledge of multi-state employment law, including worker classification, restrictive covenants, and WARN
- Strong project management, analytical, and communication skills
- Proficiency in Microsoft Office, especially Excel and PowerPoint
- Ability to travel up to 25%, including overnight
Preferred
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification
- Healthcare experience, especially with clinical or credentialed staff in a multi-state, multi-site organization
- HRIS experience
Key Competencies
HR due diligence and integration • HR business partnership and coaching • PEO and HR operations transitions • Healthcare workforce compliance • Project management and follow-through • Analytical thinking and attention to detail • Change management and communication • Confidentiality and sound judgment • Adaptability
Work Environment and Physical Demands
This is an in-office role in Addison, Texas, in a standard office environment that may be busy and noisy at times. The role involves long periods of sitting and computer use, with occasional light lifting up to 20 pounds, plus reaching, stooping, standing, and walking.
#IND456