Job Description Summary

The HR Business Partner, Mergers & Acquisitions and Business Development plays a critical role in accelerating the company's growth strategy through acquisitions, divestitures, partnerships, and other business development activities. This role leads the people workstream throughout the transaction lifecycle, including HR due diligence, organization and talent assessment, retention planning, Day 1 readiness, and post-close integration. The position is responsible for aligning people, culture, organizational design, and talent strategies to support deal objectives while delivering a positive colleague experience and enabling business value realization.
This leader brings an enterprise perspective to transactions that may cross businesses, functions, and countries. The role provides dedicated capacity and specialized HR M&A expertise that may not be available within business HR teams supporting fast-moving transactions.

Job Description

Responsibilities

• Lead the HR workstream for acquisitions and other strategic transactions from due diligence through integration.  Assess human capital implications of potential transactions.
• Conduct HR due diligence to evaluate organizational capability, leadership strength, critical skill & talent retention, workforce & culture risks and talent opportunities associated with target companies. 
• Lead workforce planning, organization design, job alignment, and integration of talent processes.
• Partner with People Operations to ensure effective transition of payroll, benefits, HR systems, and employee data. This includes payroll integration, benefits harmonization, WorkDay and other systems, employee data transitions, immigration/mobility and overall lifecycle flow to ensure people strategies and operational execution remain aligned throughout the process.
• Collaborate with Total Rewards and HR subject matter experts to assess compensation and benefits impacts and develop employee transition solutions.
• Partner with Legal and Business Development on employee-related transaction requirements and risk mitigation strategies, including assessment of human capital liabilities, compliance concerns, labor relations exposure and other workforce related synergies.
• Develop and execute Day 1 and post-close people integration plans. Gain leadership alignment to culture integration efforts.
• Lead HR separation activities for divestitures, including employee census identification, selection and transition planning, standalone organizational design, leadership and talent planning, TSA requirements, employee communication, retention and transition agreements, labor and regulatory considerations, and Day 1 separation readiness.
• Develop employee communication, engagement, and change management plans supporting successful integrations and divestitures. Partner with leaders to drive transparency, engagement and trust during organizational change.
• Monitor integration progress, identify risks, and drive actions that support business continuity, employee retention, and deal success.
• Provide expert guidance to business leaders on people-related M&A matters and integration best practices.

Qualifications

• Bachelor's degree from an accredited university or college and a minimum of 8 years of significant HR Business Partner or HR leadership experience in a complex global organization.
• Demonstrated experience supporting mergers, acquisitions, divestitures, or complex organizational transformations. Experience conducting HR due diligence and post-close integration activities.
• Experience leading organizational change, workforce planning, and talent management initiatives and demonstrated ability to influence senior leaders and lead cross-functional teams.

• Strong project management, stakeholder management as well as business acumen and problem-solving skills.
• Ability to operate effectively in highly ambiguous, fast-paced environments.

Desired Qualifications

• Knowledge of organizational design, compensation, benefits, employee relations, and change management.
• Experience working across multiple countries and employment environments, especially in highly regulated industries.

Leadership Expectations

• Demonstrates strategic thinking and sound judgment in complex, high-impact situations.
• Builds strong partnerships across businesses, functions, and regions.
• Balances employee experience, business priorities, and risk management.
• Drives execution, accountability, and measurable business outcomes.
• Leads through ambiguity and influences without direct authority.

#LI-GM1

We will not sponsor individuals for employment visas, now or in the future, for this job opening. For U.S. based positions only, the pay range for this position is $172,000.00-$258,000.00 Annual. It is not typical for an individual to be hired at or near the top of the pay range and compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate may be influenced by a variety of factors including skills, qualifications, experience and location. In addition, this position may also be eligible to earn performance based incentive compensation, which may include cash bonus(es) and/or long term incentives (LTI). GE HealthCare offers a competitive benefits package, including not but limited to medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, life, disability, and accident insurance, and tuition reimbursement.

Additional Information

While GE HealthCare does not currently require U.S. employees to be vaccinated against COVID-19, some GE HealthCare customers have vaccination mandates that may apply to certain GE HealthCare employees.