Manager, HR M&A

Manager, HR M&A

Qualcomm Incorporated

Job Area:
Human Resources Group, Human Resources Group >
Human Resources

Location requirement: full‑time onsite work in San Diego, CA, Santa Clara, CA, Austin, TX, or Toronto, Canada (5 days per week).

As Manager, HR M&A you are an essential member of the HR M&A team s team leads the people agenda as part of Qualcomm’s inorganic growth and diversification strategy through efficient deal execution, due diligence and integration in support of realizing the talent value proposition and an optimal employee experience. You will lead talent strategy execution for M&A deals in partnership with the HR work streams, Corporate Development, the Integration Management Office, and various business partners (e.g., Finance, Legal and Tax).

You will report into the Sr Director, HR M&A.

Minimum Qualifications

• Bachelor’s degree and 7+ years of HR‑related work experience
• Associate’s degree and 9+ years of HR‑related work experience
• High School Diploma or equivalent and 11+ years of HR‑related work experience
• Completed advanced degrees in a relevant field may be substituted for up to two years (Master’s = one year, Doctorate = two years) of work experience.

Qualifications

• Bachelor’s degree or related work experience and 5+ years in HR Project Management.

Preferred Qualifications

• Master’s Degree or equivalent
• 5+ years of experience in HR with broad responsibilities, such as an HR Generalist or HR Business Partner role
• 2+ years of experience in leading the talent or HR area for Mergers & Acquisition including complex, international transactions, HR M&A consulting experience at a Big 4 firm is considered a strong plus
• 3+ years of work experience in a role requiring interaction with senior leadership (e.g., VP level and above) in a multinational corporate environment
• Deep understanding of the key M&A activities for each phase of the deal life‑cycle (due diligence, integration planning, signing, close, post‑close)
• Experience with owning and managing sensitive employee demographic and compensation data through all phases of acquisition, focusing on data integrity, analysis and reporting
• Deep understanding of HR principles (e.g., recruiting, change management, compensation, benefits)
• Strong project management skills, including demonstrated ability to think end‑to‑end and manage multiple long‑term projects simultaneously with tight deadlines and rapidly shifting priorities
• Excellent attention to detail, hands‑on mentality, exceptional communication and interpersonal skills, and the ability to influence in a global matrixed environment

Principal Duties & Responsibilities

• Translate the deal objectives and talent strategy into milestones, deliverables, timelines and resource needs.
• Understand deal‑specific M&A requirements and cross‑functional interdependencies (within HR and with key partners such as IT, Finance, Payroll, Legal and Procurement).
• Build and manage detailed project management plans for M&A transactions, from due diligence to integration and manage all HR activities including resource allocations, budgets, time frames, and interdependencies.
• Lead HR due diligence for the deals within your scope applying subject matter expertise and coach or support HR Work streams on their diligence deliverables.
• Partner with HR & cross‑functional teams in updating and evolving HR’s M&A strategies and manage continuous improvement projects.
• Responsible for ensuring prioritization on deal specific needs and monitoring the execution risk and interdependencies across deals.
• Resolve cross‑functional issues and risks within the scope of the project; identify and escalate risks and issues to Sr Director HR M&A.
• Develop, maintain and present materials used for updating HR, Corporate Development and Business leadership.
• Lead weekly HR team meetings, maintain the risk and issue logs, assist with identifying risks or issues and mitigation measures, and create and deliver weekly status reports for the HR Leadership Team & HR deal project team.
• Review and provide input on purchase agreements and disclosure schedules, presentation materials, welcome documents, and FAQs.
• Define relevant post‑close integration milestones and talent…