The role
03At Lonza, we are looking for a Head of HR M&A to lead the HR agenda across our global portfolio of mergers, acquisitions, divestitures, joint ventures, restructurings, and other strategic corporate transactions. This highly visible leadership role will own the end-to-end people agenda, from early-stage exploration and due diligence through transaction execution, integration or separation, and post-close stabilization. Working closely with Corporate M&A, Finance, Legal, IT, business leadership, and the broader HR organization, you will shape the people strategy for complex transactions, lead cross-functional HR deal teams, and ensure successful execution against the overall deal strategy. You will act as a trusted advisor to senior leadership, bringing deep HR M&A expertise to identify and mitigate people risks, accelerate decision-making, and enable successful value creation.
01Own the global HR M&A portfolio, setting strategy, priorities, governance, resources, and accountability across multiple concurrent transactions and strategic corporate programs
02Lead and develop the HR M&A team, ensuring effective execution across acquisitions, divestitures, joint ventures, restructurings, and other complex transactions
03Act as the senior HR deal lead for key transactions, from early-stage exploration and due diligence through close, integration or separation, and post-close stabilization
04Provide strategic HR expertise on deal strategy, people risks, workforce implications, organizational design, employee experience, and value creation opportunities
05Lead and coordinate cross-functional HR workstreams spanning Total Rewards, Talent Acquisition, HR Services, Digital HR, HR systems, payroll, benefits, talent, and employee communications
06Partner with senior stakeholders across Corporate M&A, Strategy, Finance, Legal, IT, business leadership, and HR to drive alignment, resolve complex issues, and enable timely decisions
07Oversee HR integration and separation activities, including workforce transitions, business continuity, HR services, systems, employee experience, and delivery against transaction objectives
08Lead or oversee HR-related negotiations, Transition Service Agreements (TSAs), cost modelling, external advisors, and relevant transaction documentation
09Own portfolio-level risks, dependencies, budgets, resources, timelines, and escalations while ensuring compliance with employment law, regulatory, works council, union, and consultation requirements
10Provide clear recommendations and executive-level reporting to senior leadership and steering committees, ensuring HR delivery supports successful transaction execution, performance, and value realization
