Employee Success M&A Director

The Experience

The Director, Employee Success M&A is a strategic, operationally disciplined leadership role within Salesforce’s Employee Success (ES) M&A organization. This role provides dedicated M&A support across live global transactions, driving operational excellence and integration success.

In this role, you will support and sometimes direct end-to-end workforce strategy and deal execution across the full transaction lifecycle—from pre-LOI due diligence and talent valuation through post-close integration execution.

Reporting to the VP, Employee Success M&A, you will serve as a primary Employee Success single point of contact for integration management, leading cross-functional tracks across the core ES Centers of Excellence (COEs) to deliver an agentic, highly efficient, and seamless integration experience for acquired global workforces.

What You'll Actually Be Doing

Strategic M&A Due Diligence

• In partnership with the ES M&A Deal Lead, support end-to-end HR operational, cultural and financial due diligence across global acquisitions, leveraging agentic frameworks to streamline analysis across varying deal scales and complexities.
• Analyze target company workforce data, organizational structure, compensation models, benefits alignment, labor compliance, and key risks.
• Surface critical cultural and talent insights to highlight risks and inform longer-term integration and retention strategies, acting as a consistent thread throughout the integration journey from early diligence through to full integration.
• Synthesize findings into concise executive diligence reports, risk assessments, and mitigation plans for key decision-makers and steering committees.

Post-Close Integration Management & Execution

• Design, govern, and execute comprehensive HR integration roadmaps, managing deliverables and milestones from Day One through full operational harmonization.
• Orchestrate extended cross-functional integration teams across Global Rewards, Talent Acquisition, Employee Success Business Partners (ESBPs), and other Employee Success functions, as well as with cross-functional partners across the company.
• Manage workforce alignment efforts, including organizational design, job mapping/leveling, offer management, international consultation and transfer strategies, and Workday system onboarding workflows.
• Maintain strict governance standards for managing sensitive employee demographic, organizational, and compensation data.
• Act as a trusted advisor and ambassador to acquired company leadership and HR teams, navigating complex talent transitions, cultural integration, and change management.

Stakeholder Alignment & Executive Reporting

• Maintain tight cross-functional alignment within Employee Success as well as across Corporate Development, Legal, Finance, and other functional M&A teams.
• Prepare executive-ready materials to provide visibility to deal integration performance, risk escalations, and budget adherence.

You're Our Person If...

• HR M&A Expertise: Demonstrated experience supporting complex, end-to-end HR due diligence and integrations across international transactions in the tech sector.
• Program Management: Strong track record of structuring, executing, and leading complex, cross-functional HR integration initiatives from strategy through operational completion.
• Employee Experience: Expertise in change management principles and crafting a seamless employee experience, with proven skills in building trust, leading empathetic communication, and guiding acquired talent smoothly through transition.
• Data Driven & Operational Rigor: Combines strong stakeholder management and influencing skills with a meticulous approach to data integrity, compliance, and process details.
• AI Proficiency & Emerging Tech: Proficient in utilizing modern AI tools and agentic frameworks to optimize deal execution, streamline workforce analysis, and automate M&A integration workflows.
• Education: Bachelor’s or Master’s degree in Human Resources, Business Administration, or a related operational field.
• HR Experience: Minimum 8 years of progressive HR leadership experience across HR Business Partnering, HR Operations, or Global COE roles, or equivalent consulting industry HR-specific expertise.
• HR M&A Depth: 3+ years of direct experience supporting corporate HR M&A due diligence and post-close integrations in the technology sector.
• Systems & Tools Proficiency: Practical familiarity with enterprise HRIS platforms (specifically Workday), core project collaboration tools (e.g., Slack, Google Suite), and AI tools such as Claude and ChatGPT.
• Travel Flexibility: Ability and willingness to travel as needed during peak deal and announcement activity thresholds.