Director, M&A HR Lead Job Listing at Flex in Austin, TX (Job ID WD232529)

Description

Flex is the diversified manufacturing partner of choice that helps market-leading brands design, build and deliver innovative products that improve the world.A career at Flex offers the opportunity to make a difference and invest in your growth in a respectful, inclusive, and collaborative environment. If you are excited about a role but don't meet every bullet point, we encourage you to apply and join us to create the extraordinary. Job Summary

The Director, M&A HR Lead owns the People workstream for Axiom's mergers, acquisitions and divestitures, from due diligence through Day 1, integration and project close out. The role is the single HR point of accountability for each transaction, ensuring deals close with a clear view of people risk and cost, and that acquired employees are integrated with minimal disruption, high engagement and retention of key talent.

The role also leads the People Program Management Office (PMO) and owns the exit of all HR Transition Services Agreements (TSAs and rTSAs) between Axiom and Flex, moving each service to a permanent Axiom operating model on or ahead of its contracted end date. Operating within People Strategy & Operations, the role leads matrixed teams across Total Rewards, Global Mobility, Talent Acquisition, Talent Management, Labor Relations, HR Systems, Payroll, GBS and regional People leaders, and partners closely with Corporate Development, Legal, Finance, Tax and IT.

In the first phase the role delivers the in flight acquisitions in the Axiom perimeter, including the EPC Power HR systems integration, stands up the People PMO cadence, and runs the TSA exit program from Day 1. It owns the Axiom HR M&A Playbook as the standard for how every future deal is run.

Role Scope

• All acquisitions, divestitures and joint ventures in the Axiom perimeter, across roughly 17 countries.
• Full deal lifecycle: HR due diligence, deal negotiation support, integration planning and execution, Day 1 readiness and post close stabilization.
• Exit of the full HR TSA and rTSA portfolio with Flex: about 20 service agreements across 10 HR workstreams (HR shared services, payroll, site HR, Total Rewards, Global Mobility, Talent Acquisition, HR compliance and RBA), with durations of 1 to 12 months and a year 1 cost of roughly $0.8M.
• The People PMO: governance, standards, reporting and portfolio management for all strategic People programs, on behalf of the Chief of Staff and the Chief People Officer.
• Integration of acquired employees into Axiom plans, programs, policies and HR systems (Workday, time tracking and payroll), including the M&A integration framework (light touch vs heavy touch).
• Ownership and continuous improvement of the Axiom HR M&A Playbook, templates and governance.
• Partnership with Corporate Development, Legal, Finance, Tax, IT and regional People leaders in every region.

Key Responsibilities

HR Due Diligence and Deal Support

• Lead HR due diligence once the LOI is signed: workforce profile, employment agreements, change in control and severance exposure, compensation and benefits, pensions, works council and union agreements, litigation, data privacy and culture.
• Quantify people liabilities, one time costs and run rate impacts for the deal model and flag deal breakers to Corporate Development and Legal.
• Advise on employee matters provisions, TSAs and purchase agreement terms from an HR standpoint during deal negotiation.

Integration Planning and Execution

• Define the integration approach per deal using the Axiom M&A integration framework (light touch vs heavy touch) and the deal structure (asset vs share).
• Build and run the integrated HR workplan across employee and labor relations, organization design, culture and engagement, change and communications, compensation, benefits, mobility, talent acquisition, talent management, HR systems and payroll.
• Design offer, transfer and retention mechanics, including key talent identification and retention agreements, with Total Rewards and Legal.
• Coordinate consultation and notification sequencing with Legal and regional People leaders so statutory timelines are met in every jurisdiction.

Day 1 Readiness and HR Systems Integration

• Own Day 1 readiness for people: data readiness, employee notification and welcome, manager enablement, policy harmonization and benefits alignment.
• Lead the HR systems cutover plan with HRIT, Payroll and GBS: HCM, time tracking and payroll migration into Workday and UKG Pro, designed and cut over together, with benefits sequenced separately.
• Drive post close stabilization and hypercare, then transition acquired populations to the standing People operating model.

HR TSA Exit Program

• Own the end to end exit plan for every HR TSA and rTSA with Flex: scope, service levels, cost, exit criteria and the target operating model that replaces each service.
• Run the TSA exit cadence with the Flex and Axiom points of contact per workstream, tracking milestones, dependencies and risks, and escalating where an exit date is at risk.
• Sequence exits by service and region (for example HR shared services, payroll, site HR support, Total Rewards processes, Global Mobility knowledge transfer) so Axiom capability, systems and staffing are in place before each service ends.
• Partner with Finance on TSA cost tracking and with Legal on any extension, amendment or early termination.
• Report TSA exit status to the separation steering committee, the Chief of Staff and the Chief People Officer, and close each TSA formally with knowledge transfer complete.

People PMO Leadership

• Lead the People Program Management Office and the enterprise People project portfolio, including the tools, templates and standards all People programs use.
• Maintain the integrated People plan across separation, M&A, TSA exit and transformation programs, with one source of truth for milestones, risks, decisions and actions.
• Run the People PMO operating cadence: weekly status, steering committee inputs, executive reporting and quarterly portfolio reviews.
• Prioritize and sequence programs with the Chief of Staff so capacity and investment follow business outcomes.
• Build program management capability in the People function and coach program leads on governance and delivery.

M&A Program Governance and Reporting

• Run each deal as a governed program within the People PMO: integrated plan, milestones, risks, decisions and dependencies.
• Report status to the integration SteerCo, the Chief of Staff and the Chief People Officer through the standard People PMO cadence and the HR weekly status.
• Manage external advisors and vendors supporting diligence and integration within the approved budget.

Playbook, Standards and Capability

• Own the Axiom HR M&A Playbook: keep it current, align it to the Axiom operating model and policies, and update it after every deal with lessons learned.
• Maintain diligence checklists, integration templates, decision logs and close out standards so every deal is run the same way.
• Build M&A capability across the People function through training and coaching of HRBPs and center of expertise partners.

Stakeholder Partnership

• Act as the HR counterpart to Corporate Development, Legal, Finance, Tax and IT deal leads.
• Partner with acquired company leadership and HR teams to build trust and a smooth transition.
• Track integration outcomes (key talent retention, engagement, synergy delivery) and report them to the business.

Leadership Expectations

• Operate as a trusted advisor to deal leaders, business leaders and the People Leadership Team.
• Influence outcomes across functions and regions without direct authority.
• Exercise sound judgment and discretion with confidential deal information.
• Balance strategic deal thinking with hands on execution under tight timelines.
• Foster accountability, transparency and continuous improvement in how deals are run.

Qualifications

Required Experience

• 12 or more years of progressive experience in Human Resources, program management or business operations, with at least 5 years leading the HR workstream on acquisitions, divestitures, carve outs or joint ventures end to end.
• Demonstrated experience leading a PMO or an enterprise program portfolio in a complex, multi country environment.
• Direct experience governing and exiting Transition Services Agreements, including service definition, cost tracking and transition to a permanent operating model.
• Demonstrated HR due diligence and integration delivery across countries, ideally in manufacturing, EMS or technology hardware.
• Working knowledge of multi country employment frameworks, including employee transfer mechanisms (TUPE and ARD), works council and union consultation, and payroll and benefits transition.
• Experience with compensation and benefits harmonization, change in control and retention arrangements, and HR systems migration (Workday preferred).
• Experience leading matrixed teams across regions and centers of expertise.

Education

Bachelor's degree in Human Resources, Business, Finance, or a related field required.

Advanced degree or relevant certification (MBA, SHRM SCP, SPHR, PMP) preferred.

Skills & Attributes

• Exceptional written and verbal communication, able to brief deal leaders and executives with clarity under time pressure.
• Strong analytical and financial acumen, comfortable sizing people liabilities, one time costs and headcount models.
• High judgment and discretion in handling confidential deal and employee information.
• Ability to operate with ambiguity, set priorities independently and drive decisions to closure at pace.
• Fluency in English required. Additional languages valued given the global footprint.
• Proficiency with People technology platforms (for example Workday), program management tooling and executive reporting tools.

What you'll receive for the great work you provide:

• Full range of medical, dental, and vision plans
• Life Insurance
• Short-term and Long-term Disability
• Matching 401(k) Contributions
• Vacation and Paid Sick Time
• Tuition Reimbursement

Application Deadline:

Applications for this job position will be accepted for at least five days following the job posting start date below and continuing until the end date below or until the position is filled. This posting may close sooner due to application volume.

Job Posting Start Date 11-02-2026 Job Posting End Date 11-09-2026 Job Category Corporate Strategy

Is Sponsorship Available?

NoFlex is an Equal Opportunity Employer and employment selection decisions are based on merit, qualifications, and abilities. We do not discriminate based on: age, race, religion, color, sex, national origin, marital status, sexual orientation, gender identity, veteran status, disability, pregnancy status, or any other status protected by law. We're happy to provide reasonable accommodations to those with a disability for assistance in the application process. Please email accessibility@flex.com and we'll discuss your specific situation and next steps (NOTE: this email does not accept or consider resumes or applications. This is only for disability assistance. To be considered for a position at Flex, you must complete the application process first).

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