Director, HR M&A – New Business Enablement

Ford Motor Company

. Drive HR strategy and workstream execution supporting mergers, acquisitions, divestitures, joint ventures, strategic partnerships, legal entity formations, and new business initiatives .

Posted 9/30/2026full-timeDearborn • Michigan • United StatesLead💰 $141,700 - $268,300 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in HR strategy, organizational design, and workforce planning, with a strong focus on driving integration and change management for mergers and acquisitions. Proven ability to influence senior leadership and manage complex cross-functional programs to achieve business objectives.

Highest-signal resume keywords

HR StrategyWorkforce PlanningChange ManagementProgram ManagementOrganizational Design

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Mergers and AcquisitionsOrganizational EffectivenessProgram ManagementIntegration ManagementService DeliveryWorkforce GovernanceCompliance ProtocolsHR OperationsBusiness TransformationEmployee Relations

Soft Skills

Influencing Senior LeadersCross-Functional LeadershipCommunicationProblem SolvingChange Adoption

Tools & Technologies

HCM PlatformsPayroll SystemsTalent Management SystemsService Management PlatformsGovernance Frameworks

Certifications & Qualifications

Project/Program Management CertificationProsci Change Management CertificationSHRM-SCPSPHRPHRCHRP

Industry Keywords

Business LifecycleJoint VenturesLegal Entity FormationsNew Business InitiativesOperational DependenciesWorkforce IntegrationChange StrategyEmployee BenefitsLabor RelationsOrganizational Culture

About the role

Key responsibilities & impact

Drive HR strategy and workstream execution supporting mergers, acquisitions, divestitures, joint ventures, strategic partnerships, legal entity formations, and new business initiatives
Identify workforce implications, organizational risks, operational dependencies, costs, and people-related requirements throughout the business lifecycle
Direct HR coordination for new business standup, integration, ramp-up, and stabilization programs
Coordinate across Human Resources, Finance, Legal, IT, Payroll, Talent Acquisition, Purchasing, HR Centers of Excellence, business leadership, venture partners, and external service providers
Drive HR integration and change strategy for acquired and integrating businesses
Direct migration of acquired workforces onto HR, payroll, time, and talent platforms
Harmonize policies, benefits, job architecture, and service delivery; lead change management, manager enablement, communications, and adoption
Develop workforce, governance, compliance, organizational design, employee relations, labor relations, culture, and HR operating model solutions
Plan and execute workforce planning, organizational design, job architecture, leadership and governance structures, onboarding strategies, operating model implementation, service agreements, and business stabilization
Create and maintain HR governance frameworks, workforce policies, service delivery models, workforce administration processes, and compliance protocols
Direct employer-of-record, employment tax, regulatory registration, benefit plan participation, and payroll structure decisions
Establish and govern HR-related service agreements, including scope, ownership, performance expectations, costs, decision rights, escalation, and transition requirements
Direct HCM, payroll, time, talent, and service management platform implementation programs
Drive workforce readiness involving onboarding, identity and system provisioning, physical access, occupational health, payroll and benefits readiness, and training/certification currency
Create and maintain KPIs for business readiness, workforce implementation, HR service delivery, compliance, operational effectiveness, change adoption, and stabilization
Provide thought leadership and contribute lessons learned, reusable solutions, playbooks, frameworks, and enterprise capability
Influence venture leadership, partner organizations, and enterprise functions to establish workforce governance models, decision rights, escalation processes, and operating agreements
Individual contributor role delivering through influence, cross-functional program leadership, and partnership

Requirements

What you’ll need

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, Management, Finance, or a related field, or a combination of education and equivalent experience
8+ years of progressively responsible experience in Human Resources, business transformation, organizational effectiveness, program management, corporate development support, integration management, shared services, consulting, or a related field
Experience supporting mergers, acquisitions, divestitures, joint ventures, strategic partnerships, legal entity formations, and/or new business standup activities
Experience driving complex cross-functional programs involving senior stakeholders, multiple workstreams, competing priorities, and material organizational or business risk
Experience creating workforce, organizational, governance, service delivery, or operating model solutions that support business objectives
Experience evaluating and solving complex business, workforce, organizational, cultural, or operational challenges in ambiguous or rapidly changing environments
Experience standing up or integrating new organizations, operating models, legal entities, systems, service delivery capabilities, or business functions
Experience in HR strategy, organization design, workforce planning, change management, HR operations, service delivery, or shared services
Experience influencing senior leaders, leading through influence, and driving alignment across enterprise functions, external providers, and business stakeholders
Legally authorized to work in the United States
Master’s degree, project/program management certification, Prosci Change Management certification, and HR certifications such as SHRM-SCP, SPHR, PHR, or CHRP preferred

Benefits

Comp & perks

Immediate medical, dental, vision and prescription drug coverage
Flexible family care days
Paid parental leave
New parent ramp-up programs
Subsidized back-up child care
Family building benefits including adoption and surrogacy expense reimbursement
Fertility treatments
Vehicle discount program for employees and family members
Management leases
Tuition assistance
Established and active employee resource groups
Paid time off for individual and team community service
Generous schedule of paid holidays, including the week between Christmas and New Year’s Day
Paid time off
Option to purchase additional vacation time