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The People M&amp;A Director leads the end-to-end people strategy for mergers and acquisitions — from early diligence through deal close and post-close integration. This is a senior, high-ownership role responsible for ensuring continuity between deal execution and successful organizational integration.This position requires broad HR expertise, strong business acumen, and the ability to operate independently in complex and ambiguous environments. The Director will serve as a trusted advisor to senior leadership, making informed decisions while knowing when to escalate for validation. This is not a support or coordination role; it requires a strategic leader capable of owning outcomes and driving results.The role partners closely with Corporate Development, Finance, Legal, and business leaders to deliver successful integrations that align with Deel’s business goals, culture, and operating model. The Director orchestrates resources across the People team and other functions to ensure M&amp;A initiatives are executed efficiently, compliantly, and at speed.<h2>What You Will Do</h2><ul><li>Own and lead the HR Due Diligence process for M&amp;A transactions, including defining required data requests, overseeing data gathering and analysis, identifying people-related risks that must be addressed pre- or post-closing, addressing equity and compensation-related considerations, delivering employment agreements to key employees, and partnering with Corporate Development’s Integration team to articulate and execute the People integration plan.</li><li>Lead People M&amp;A efforts from pre-diligence through deal signing, close, and post-close integration, ensuring continuity and alignment across the full lifecycle of the transaction.</li><li>Lead the end-to-end post-close People integration program — managing workstream tasks, tracking milestones, driving stakeholder accountability, and ensuring seamless execution as acquired teams assimilate into Deel's operating model.</li><li>Proactively identify process inefficiencies and operational breakdowns during integration, collaborating cross-functionally to drive improvements and evolve the M&amp;A playbook.</li><li>Build and maintain standardized project artifacts — integration plans, RACIs, status reports, and SOPs — so the post-close model becomes increasingly repeatable and scalable.</li><li>Deploy AI tooling (e.g., Claude) to automate post-integration workflows, accelerate onboarding, and increase capacity to run parallel integrations without scaling headcount.</li><li>Deeply understand Deel’s people programs, policies, and operating model in order to design and execute scalable M&amp;A playbooks.</li><li>Develop and execute a holistic People M&amp;A strategy and roadmap including diligence, compliance, workforce planning, integration, and operational readiness.</li><li>Serve as the primary People partner to Corporate Development and executive stakeholders throughout the deal lifecycle.</li><li>Evaluate M&amp;A targets from a people perspective, deploying diligence requests, analyzing responses, identifying risks, and providing recommendations.</li><li>Lead the design and execution of the people integration strategy, partnering with Finance, Legal, PMO, IT, and other functions.</li><li>Orchestrate resources across HR COEs to ensure successful delivery of integration workstreams.</li><li>Assess talent capabilities within acquired organizations, develop retention strategies, and manage workforce transitions where necessary.</li><li>Ensure seamless integration of HR policies, processes, systems, and structures.</li><li>Manage HR-related transition service agreements (TSAs) where applicable.</li><li>Lead change management and communication strategies to support cultural integration and employee engagement.</li><li>Define project goals, timelines, and success metrics and manage progress through PMO governance structures.</li><li>Identify operational, regulatory, and compliance risks in partnership with Legal and ensure alignment with labor laws and regulatory requirements.</li><li>Act as a thought partner and influence-based leader, navigating complex stakeholder environments and enabling cross-functional alignment.</li></ul><h2>Core Deliverables</h2><ul><li>End-to-end People M&amp;A strategy</li><li>Integration planning and leading execution strategy</li><li>Organizational and talent strategy for acquired companies</li><li>Change management and cultural integration</li><li>HR operational integration</li><li>Risk and compliance management</li><li>Executive stakeholder alignment and reporting</li></ul><h2>What You Will Bring</h2><ul><li>8+ years of progressive experience in HR, organizational strategy, consulting, or related fields, ideally within global enterprise environments.</li><li>Demonstrated expertise in mergers and acquisitions across the full deal lifecycle, including diligence, integration planning, and post-close execution.</li><li>Broad HR knowledge across multiple disciplines including talent planning, workforce planning, organization design, HR operations, and change management.</li><li>Experience operating in complex, global environments with multiple stakeholders and competing priorities.</li><li>Strong business acumen and ability to translate business strategy into people strategy.</li><li>Proven ability to make high-impact decisions independently while exercising sound judgment about when to seek validation from leadership.</li><li>Experience partnering with senior executives and influencing decisions at the leadership level.</li><li>Experience managing and developing a small team, with distributed or global team leadership preferred.</li><li>Excellent communication skills with the ability to convey complex information clearly to diverse stakeholders.</li><li>High level of ownership, accountability, and ability to operate effectively under pressure in fast-moving environments.</li><li>Strong analytical and problem-solving skills with the ability to synthesize data and deliver actionable insights.</li><li>Cultural awareness and ability to work effectively across global teams.</li><li>Experience in high-growth or pre-IPO technology companies strongly preferred.</li><li>Familiarity with Deel’s platform, operating model, and global employment infrastructure is a strong advantage.</li></ul>Total RewardsOur workforce deserves fair and competitive pay that meets them where they are. With scalable benefits, rewards, and perks, our total rewards programs reflect our commitment to inclusivity and access for all.&nbsp;Some things you’ll enjoy<ul><li>Stock grant opportunities dependent on your role, employment status and location</li><li>Additional perks and benefits based on your employment status and country</li><li>The flexibility of remote work, including optional WeWork access</li></ul>

People M&A Director

As a Senior Professional Recruiter you will play a key role in attracting, assessing, and hiring for professional roles&nbsp;across Commercial,&nbsp; Sales and Supply Chain function for Greece and Cyprus.&nbsp; You will collaborate with hiring managers, HR business partners, and stakeholders to develop and execute strategic hiring plans while ensuring a seamless and engaging candidate experience.This role requires a blend of strategic talent sourcing, stakeholder management, employer branding, data-driven decision-making, and process excellence to support our talent acquisition goals.<ol><li>Recruitment Consulting, Advisory &amp; Partnership</li></ol><ul><li>Partner with hiring managers to conduct recruitment strategy meetings, analyze hiring needs, define job requirements, and craft customized recruitment plans.</li><li>Provide market intelligence and competitive insights on talent availability, salary benchmarks, and industry hiring trends.</li><li>Act as a trusted talent advisor, guiding hiring managers on interviewing best practices, candidate experience standards, and the effective use of assessment tools.</li><li>Build and maintain strong, collaborative relationships with hiring managers, HR, and other key stakeholders.</li><li>Provide regular updates and proactive communication throughout the recruitment lifecycle, ensuring alignment and transparency.</li></ul><ol start="2"><li>Candidate Sourcing, Attraction, and Engagement</li></ol><ul><li>Develop and execute proactive sourcing strategies to identify and attract both active and passive talent using industry-specific job boards, social media, employee referrals,&nbsp; professional associations and networking events.</li><li>Build and maintain talent pipelines for critical and recurring roles to reduce time-to-find and time-to-accept.</li><li>Leverage PepsiCo’s employer branding and recruitment marketing to enhance talent attraction, including writing compelling job descriptions, optimizing job postings, and engaging candidates through our established EVP messaging.</li><li>Deliver a consistent, high-touch candidate experience, ensuring timely communication and engagement at every stage of the hiring process.</li></ul><ol start="3"><li>End-to-End Recruitment Process Management &amp; Execution</li></ol><ul><li>Manage the full recruitment lifecycle, from job requisition creation to offer acceptance, ensuring efficiency, quality, and a seamless and positive candidate experience while adhering to all established process standards.</li><li>Conduct structured interviews and behavioral assessments applying the company's established interviewing framework and standards to evaluate candidate qualifications, skills, and culture add.</li><li>Facilitate hiring manager debrief sessions and provide structured feedback to support data-driven hiring decisions.</li></ul><ul><li>Manage the offer process, including extending offers and negotiating compensation packages in partnership with HR, Total Rewards, and Hiring Manager.</li></ul><ol start="4"><li>Data-Driven Management, Process Adherence, Compliance &amp; Continuous Improvement</li></ol><ul><li>Track and analyze key recruitment metrics (e.g., time-to-find, time-to-accept, candidate experience scores) to continuously improve hiring outcomes.</li><li>Utilize external labor market data and talent analytics to refine sourcing strategies and hiring decisions.</li><li>Stay updated on industry best practices, recruitment technology advancements, and innovative hiring trends.</li><li>Effectively utilize and maintain accurate and up-to-date candidate records in the ATS.</li><li>Follow established recruitment process standards, ensuring consistency, compliance, and data integrity.</li></ul>Qualifications<ul><li>Bachelor's degree</li><li>3+Years of experience managing the full recruitment lifecycle, from sourcing to offer management within a multinational corporate environment.&nbsp;</li><li>Fluency in Greek and English.</li><li>Strong understanding of talent assessment methodologies and interviewing techniques (e.g., behavioral, competency-based).</li><li>Proven experience with recruitment marketing principles and various channels (e.g., social media platforms, local job boards).&nbsp;</li><li>Hands-on experience in contributing to employer branding initiatives through recruitment marketing activities, participating in networking events, career fairs and university engagement.</li><li>Demonstrated experience using Applicant Tracking Systems (ATS) and other recruiting technologies.</li><li>Proficiency in Microsoft Office Suite (Excel, Word, PowerPoint).</li><li>Highly organized with the ability to manage multiple priorities, work independently, and consistently meet deadlines in a fast-paced environment.</li><li>Excellent written and verbal communication skills, with a proven ability to build strong relationships with candidates, hiring managers, and stakeholders at all levels.</li></ul>

Job Ads Pre-sales Consultant Greece, Human Resources / Hr

people m&a director

Deel

senior professional recruiter 453651

PepsiCo

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