This role is for a high-judgment, executive-ready professional who combines HR depth, M&A discipline, consulting presence, and practical execution to help leaders make better people decisions. Reporting to the Director, People Integration, you will play a strategic advisory role in complex M&A transactions for the Firm, helping leaders assess people-related risks, evaluate options, and make informed integration decisions from diligence through offer strategy, close readiness, Day 1, and post-close stabilization. You will bring structure to ambiguity, anticipate risks, and help advance scalable tools, playbooks, and processes that strengthen Deloitte’s M&A Centre of Excellence.
Responsibilities
Lead people-related diligence by assessing risks, opportunities, and integration implications across compensation, benefits, compliance, employment terms, talent, culture, and readiness
Translate diligence findings into executive-ready insights, recommendations, and decision materials for Partners, Directors, transaction teams, and senior leaders
Shape offer strategy and employee transition approaches, including employment terms, offer letters, leader materials, communications, FAQs, and supporting collateral
Drive close readiness by coordinating people-related milestones, dependencies, decisions, communications, information sessions, and employee touchpoints
Design and oversee Day 1 and post-close stabilization activities that help acquired employees feel informed, connected, and supported
Partner with cross-functional and client-facing teams to influence integration decisions, resolve issues, align interested parties, and support the broader transaction strategy
Bring structure and momentum to ambiguous, fast-moving transactions through integrated plans, decision trackers, risk logs, status updates, and escalation paths
Build reusable M&A assets, including diligence templates, offer strategy tools, close readiness playbooks, Day 1 materials, stabilization checklists, dashboards, and decision logs
Support continuous improvement of the firm’s national onboarding program, including identifying opportunities to streamline work through automation, AI, and workflow improvements
Support policy and process changes by assessing impacts and translating changes into clear communications, FAQs, briefing notes, and leader talking points
Bring a people-centred lens to all work, ensuring changes are communicated thoughtfully and implemented with minimal disruption
Requirements
Extensive HR and M&A Depth: 5+ years of progressive HR experience (ideally in transactions, integrations, or consulting environments), bringing strong knowledge of compensation, benefits, employment terms, and the employee lifecycle in complex transactions
Business and Commercial Acumen: Understands how people-related risks, costs, obligations, and employee experience considerations influence deal value, integration choices, and leader decisions
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Project Lifecycle Management: Able to own complex workstreams across diligence, offer strategy, close readiness, Day 1, and post-close stabilization while managing risks, dependencies, and competing priorities
Analytical Judgment: Comfortable with complex or imperfect diligence data; identifies what matters, frames options clearly, and translates findings into practical recommendations to influence integration decisions
Consulting Mindset: Brings curiosity, structured thinking, and problem-solving skills to ambiguous situations; can diagnose issues, evaluate trade-offs, and recommend a path forward under high-pressure situations
Executive Presence & Communication: Clear, confident communicator who can prepare polished materials, brief senior leaders, and engage Partners, Directors, transaction teams, and client leaders with credibility
Strategic Influence: Builds trust quickly, anticipates the needs of collaborators, challenges constructively, and brings forward recommendations that enable timely, well-informed decisions
Relationship Building: Develops trusted relationships across HR, legal, finance, technology, business, transaction, and client-facing teams to align decisions and move work forward
Comfort with Ambiguity: Thrives when information is incomplete, decisions are time-sensitive, and priorities shift quickly
Advanced Tech Savviness: Passionate and curious about the art of the possible with respect to leveraging automation and AI to improve processes and design new ways of working
Practical Execution: Balances strategy with delivery, ensuring recommendations are actionable, employee-centred, commercially aware, and realistic in a fast-paced transaction environment
Bachelor’s degree in a relevant field such as Human Resources, Business Administration, Commerce, Organizational Psychology, or a related discipline
Nice to have:
Equivalent experience, a graduate degree, or a relevant professional designation such as a CPHR / CHRP, PMP, or change management certification
Benefits
Flexible, proactive, and practical benefits that foster a culture of well-being and connectedness
Mentoring and on-the-job coaching from deep subject matter experts
Participation in our bonus program
Total Rewards Package designed to recognize employee contributions, encourage personal wellness, and support firm growth
Wide array of initiatives that differentiate us as a people-first organization
Regular paid vacation days
$4,000 per year for mental health support benefits
$1,300 flexible benefit spending account
Firm-wide closures known as "Deloitte Days"
Dedicated days off for learning (known as Development and Innovation Days)
Deloitte is the largest 100% Canadian-owned and operated professional services firm in Canada. Its purpose is to make an impact that matters by inspiring and helping its people, organizations, communities, and countries to thrive by building a better future.
