HR Projects Lead (M&A & Transformation)

Job Description

Role Overview

The HR Projects Lead (M&A & Transformation) is responsible for leading the people agenda across acquisitions, integrations, employee transfers and selected strategic HR projects. The role brings structure, pace and strong stakeholder governance to complex, cross-functional work, ensuring that people risks are identified early and that employees experience a compliant, well-coordinated transition.

Working across Corporate People, regional teams, Legal, Finance, Technology and business leadership, the role will coordinate delivery from due diligence through integration stabilisation. It will also lead or support broader HR initiatives that strengthen processes, policies, governance, employee experience and operating-model effectiveness.

Key Responsibilities

M&A, Due Diligence and Integration

• Leads the People workstream for acquisitions, divestments, employee transfers and post-acquisition integrations, from initial scoping and due diligence through implementation and stabilisation.
• Coordinates people due diligence, identifying workforce, employment, benefits, compensation, organisation, employee relations and compliance risks and dependencies.
• Develops practical integration plans, workplans, milestones, governance structures, decision logs, risk registers and stakeholder communication plans.
• Partners with Legal and local advisers on appropriate transfer methods, consultation requirements, employment documentation and jurisdiction-specific risks.
• Coordinates benefits, compensation, grading, policies, systems, payroll, onboarding and people-data harmonisation in partnership with relevant Centres of Excellence.
• Ensures a positive employee experience through clear communications, leadership preparation, Q&A management, onboarding and cultural integration activities.
• Tracks delivery, escalates issues early and provides concise status reporting to senior stakeholders and steering groups.
• Captures lessons learned and helps improve Endava's repeatable M&A and integration playbooks, templates and governance.

HR Projects and Transformation

• Leads or supports strategic HR projects across the People function, including operating-model improvements, process harmonisation, policy implementation, job architecture, compensation and benefits, employee experience, systems and reporting.
• Translates business and People priorities into clear project objectives, deliverables, timelines, resources, dependencies and success measures.
• Facilitates cross-functional workshops, aligns stakeholders and drives decisions to keep projects moving.
• Creates high-quality project documentation, including business cases, project plans, RAID logs, RACI models, process maps, communications and implementation materials.
• Supports change management, adoption and manager enablement so that new processes and initiatives are embedded effectively.
• Identifies opportunities to simplify, standardise and automate HR processes while maintaining appropriate local flexibility and compliance.

Stakeholder Management and Governance

• Acts as a trusted connector across Corporate People, regional People teams, business leaders and specialist functions.
• Builds strong working relationships with Legal, Finance, Payroll, IT, Communications, external advisers and acquired-company stakeholders.
• Provides clear, timely and pragmatic advice, balancing speed of execution with risk management and employee impact.
• Prepares executive updates and decision papers, highlighting progress, risks, choices and recommended actions.
• Ensures appropriate confidentiality and handling of sensitive employee, commercial and transaction information.

Employee Relations, Risk and Compliance

• Supports complex employee relations, restructuring, consultation and change matters arising during transactions and HR projects.
• Ensures project activities reflect applicable employment legislation, employee representation requirements, data-protection obligations and Endava's governance.
• Escalates material risks and works with Legal and senior People leaders to agree mitigation and decision paths.
• Maintains accurate, auditable records of decisions, approvals, communications and key employee-impacting actions.

Qualifications

Requirements

• Degree in Human Resources, Business, Law, Project Management or a related discipline, or equivalent relevant experience.
• Several years of progressive experience in HR project management, M&A, HR transformation, People Operations, HR Business Partnering or a related field.
• Demonstrated experience supporting or leading the people aspects of mergers, acquisitions, employee transfers, restructurings or post-acquisition integrations.
• Practical understanding of the end-to-end M&A people lifecycle, including due diligence, transfer methods, consultation, employee communications, benefits harmonisation, onboarding, systems and cultural integration.
• Strong project-management capability, with experience managing multiple workstreams, dependencies, risks, deadlines and senior stakeholders in a matrixed environment.
• Experience working across countries and cultures; exposure to different employment-law frameworks and international employee relations is highly desirable.
• Strong understanding of core HR areas, including organisational design, employee relations, compensation and benefits, talent, performance, HR operations and change management.
• Highly effective written and verbal communication skills, with the ability to translate complex issues into clear recommendations and actions.
• Pragmatic, hands-on and delivery-focused, with strong organisation, attention to detail and follow-through.
• Confident working with ambiguity and changing priorities while maintaining structure, pace and quality.
• Strong analytical and problem-solving skills, including the ability to use data to identify risks, trends and project outcomes.
• Fluent English; additional languages are a plus

Additional Information

Discover some of the global benefits that empower our people to become the best version of themselves:

• Finance: Competitive salary package, share plan, company performance bonuses, value-based recognition awards, referral bonus;
• Career Development: Career coaching, global career opportunities, non-linear career paths, internal development programmes for management and technical leadership;
• Learning Opportunities: Complex projects, rotations, internal tech communities, training, certifications, coaching, online learning platforms subscriptions, pass-it-on sessions, workshops, conferences;
• Work-Life Balance: Hybrid work and flexible working hours, employee assistance programme;
• Health: Global internal wellbeing programme, access to wellbeing apps;
• Community: Global internal tech communities, hobby clubs and interest groups, inclusion and diversity programmes, events and celebrations.

At Endava, we're committed to creating an open, inclusive, and respectful environment where everyone feels safe, valued, and empowered to be their best. We welcome applications from people of all backgrounds, experiences, and perspectives— because we know that inclusive teams help us deliver smarter, more innovative solutions for our customers. Hiring decisions are based on merit, skills, qualifications, and potential. If you need adjustments or support during the recruitment process, please let us know.

#J-18808-Ljbffr