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Stord · 4 days ago

Human Resources Business Partner M&A

Atlanta, GA

Full-time

Hybrid

Senior Level

5+ years exp

Stord is The Consumer Experience Company, rapidly growing and seeking an HR professional to join its People team as an HRBP focused on M&A Integration. This role is critical for ensuring seamless transitions for acquired employees, managing the entire employee lifecycle during acquisitions, and developing strategies to enhance employee retention and engagement.

E-CommerceFreight ServiceLogisticsSaaSSupply Chain Management

Responsibilities

Partner with Business Development and M&A teams during diligence to assess target company's people, compensation structures, benefits programs, and organizational design

Conduct talent assessments and identify retention risks, key players, and cultural integration considerations

Benchmark compensation and benefits against Stord standards and develop harmonization strategies

Build preliminary integration timelines and identify people-related deal risks or value creation opportunities

Support deal modeling by providing accurate people cost projections and synergy estimates

Own and execute the people integration plan for each acquisition, serving as the single point of contact for all employee-related workstreams

Lead job mapping and leveling exercises to align acquired roles with Stord's organizational structure and career framework

Create customized offer letters for all transitioning employees, ensuring competitive compensation while maintaining internal equity

Manage offer acceptance process, address employee questions and concerns, and drive high retention rates through the transition

Coordinate benefits enrollment and ensure seamless transfer or upgrade of benefits packages

Own Workday onboarding for all acquired employees, including system setup, documentation, and compliance requirements

Serve as primary liaison between acquired employees and Stord leadership, providing white-glove support through Day 1 and beyond

Partner with Talent Acquisition on any backfill hiring needs resulting from integration decisions

Design and execute retention strategies for key talent, including career pathing conversations, and cultural integration programming

Monitor employee sentiment post-acquisition and proactively address concerns or friction points

Partner with managers to ensure acquired employees feel welcomed, supported, and set up for success

Track retention metrics and provide insights to leadership on integration effectiveness

Codify learnings from each acquisition into a repeatable M&A People Integration playbook

Build templates, checklists, and tools that enable faster, more consistent integrations across future deals

Establish metrics and KPIs to measure integration success from a people perspective

Share best practices with broader People team and M&A Integration team

Provide generalist HR support to business units as an HRBP, including employee relations, performance management, and organizational design

Support annual cycles (performance reviews, compensation planning, engagement surveys)

Partner with functional leaders on workforce planning and talent development initiatives

Qualification

M&A integration experienceWorkday proficiencyProject management skillsCompensation knowledgeEmployee engagement strategiesOrganizational designBusiness acumenInfluencing skillsChange management certificationHR playbook developmentPHRSHRM certificationCommunication skillsAttention to detailAdaptability

Required

This role is hybrid, working from the Atlanta office once a week or as needed. Travel required for M&A initiatives

5 or more years of HR experience with at least 1-2 years in a business partner role

Proven experience supporting or leading people integration work in M&A transactions (due diligence, job leveling, benefits harmonization, employee communications)

Deep knowledge of compensation, job architecture, workforce planning and strong experience in Workday

Exceptional project management skills with ability to manage multiple concurrent integrations under tight deadlines

Strong business acumen and ability to balance empathy for employees with commercial realities of deal execution

Outstanding communication skills—you can translate complex HR concepts for executives and provide clear, compassionate guidance to anxious employees going through change

Demonstrated ability to influence senior stakeholders without formal authority and build trust quickly with new teams

Meticulous attention to detail and commitment to flawless execution on compliance, documentation, and employee experience

Bias toward action and comfort operating in ambiguous, fast-moving environments