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Open nowPosted 5 days ago

People ops - M&A and International Expansion

Alan130 open roles

Where
Paris, France
Work mode
Hybrid
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Your applicationOpen nowPeople ops - M&A and International ExpansionAlan · Paris, France

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The clock on this job

Early applications get read.

12.3% of postings close within 7 days. Measured by our own scanner across the market. Alan postings stay open a median of 10 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.3%14 days
  5. 35.6%30 days
  6. 58.1%60 days
This job: posted 5 days ago

Alan median: 10 days open

The posting

HEALTH CAN’T WAIT.

Not for symptoms to get worse. Not for a six‑month appointment. Not for a system to catch up. But that’s exactly how healthcare works today. You wait, until you can’t.

Alan exists to end the wait.

Health is a universal right, and we believe this right can only become real when it’s coupled with prevention. We need to stop treating health as something we repair and start treating it as something we build, every day. It’s not solely a question of willpower. It’s the healthcare system itself that needs to work for everyone, in a sustainable way.

So we are building the new standard in prevention insurance. Alan is the first company that integrates insurance, prevention, and care into a single, acclaimed user experience.

We are on an incredible journey to build a global leading company, with a unique culture https://alan.com/en/careers. We already partner with 40K+ companies of all sizes, serving more than 1M+ members, and have reached €800M+ in ARR.

Prevention as the new norm. That's what we're building with our team of 1000+ people. If it speaks to you: we're hiring across France, Spain, Belgium, and Canada. And beyond.

THE M&A AND INTERNATIONAL EXPANSION ROLE

Alan is diversifying its activities in the fields of healthcare, prevention and insurance through mergers and acquisitions, and is actively expanding internationally. In addition, Alan recruits talent worldwide and enables its employees to work remotely in complete safety.

“Alaner, everywhere”. The role makes sure each acquisition and each country opening is legally secure, fast and humane: from HR due diligence, to transferring employment contracts, to fully integrating the people who join us.

You'll join the Expansion crew inside the People team. You'll work closely with the crew owner, and with Corporate, Finance, team Leads and General Managers involved in each deal.

THE PEOPLE TEAM

The People team is made up of 13 people who work in an environment shaped by Alan's Leadership Principles. Every one of them is a genuine fan of our products (Culture being one of them) and deeply committed to Alan's Prevention and Health mission.

The team covers Learning and Development, Payroll and Admin, Employee Experience and Operational Efficiency, Compliance and Employment Law, Comp and Ben, and now M&A and International Expansion.

It is a generalist team: everyone shares three core missions, namely People on-call (answering the day to day questions from Alaners, which is now AI-powered), individual situation management, and HRBP responsibilities. This represents roughly 50% of our time. Then each person owns one or more cross-functional topics depending on their flavour. In your case: M&A and expansion.

YOUR MISSIONS

On top of the core missions shared across the People team, you will work on a very diverse range of high-impact topics:

You will own to the People workstream of M&A transactions from due diligence to integration, alongside the crew and in close collaboration with the Corporate team, Legal, Finance and the business owners of each deal.

Depending on the nature of the deal, you will own:

- HR due diligence: reviewing headcount, employment contracts, collective agreements, compensation & benefits, liabilities and risks of target companies, and flagging red flags clearly to the deal team;

- Transferring employment contracts in France and abroad, and choosing the right path for each deal and country;

- Integrating acquired teams: day-1 and first-months plans, harmonising contracts and benefits, communicating with acquired employees, onboarding them into Alan's way of working;

- You will support the people transition of acquired teams, working with the crew and leads on team set-up, keeping key talents, and supporting every individual situation with care;

- Working with external advisors (law firms, HR advisory, relocation and EoR providers): writing clear briefs and challenging their advice.

Also:

- Opening new countries on the People side: entity vs employer of record, compliant local contracts, benefits and payroll partners

- You will handle international relocations and cross-border situations for Alaners moving or working between countries (visas, social security, tax, type of contract);

- Building reusable playbooks (HR due diligence checklist, integration playbook, "country opening – People" checklist) so each new deal is faster than the last

- Taking on global and cross-border individual situations (mobility, work from anywhere, sensitive cases)

- Raising the team's expertise: sharing your knowledge of employment law and M&A practices with the crew and the wider People team

- Leveraging AI and automation to multiply the impact of your work

OUTCOMES WITHIN YOUR FIRST MONTHS IN THE TEAM

BY 2.5 MONTHS:

- You are autonomous on day-to-day People on-call requests;

- You have mapped our current M&A and country-opening practices and shared a first list of gaps and quick wins;

- You have contributed to the People workstream of at least one live deal or country opening (due diligence, contract transfer or integration);

- You have contributed to our reusable playbook (e.g. HR due diligence checklist);

- You have shadowed and been reverse-shadowed on individual situation management.

BY 5 MONTHS:

- Depending on the ongoing projects, you own the People workstream of a deal end to end, from due diligence to integration, with the crew as a sounding board;

- You have run, or co-run, one talent density assessment and the parting ways cases that came with it;

- You handle cross-border individual situations without supervision;

- Your playbooks are used by the crew and by Legal / Finance on new deals;

- Leads and crew members come to you as the go-to expert on these topics.

IS THIS WHAT YOU ARE LOOKING FOR?

You may be a great fit for this role if:

- You have around 5 years of experience focused on HR M&A and integration topics, for example in a reputable HR advisory firm or in an HR team that focuses on these topics.

- You have worked on acquisitions in the Tech industry, not only on very large corporate groups, and you know the method is not the same.

- You master HR due diligence and the transfer of employment contracts.

- You have worked on post-merger integration, including talent density and parting ways, not only on the pre-signing side.

- You have international exposure: you have worked on deals or entities outside France.

- You are fluent in English, written and spoken (all of our internal processes, documentation and communications are in English).

- You are adaptable and creative: you adjust your method to each type of company and deal instead of copy-pasting one process.

- You are very organised: you run several confidential workstreams in parallel without dropping balls.

- You are a strong communicator, with very different audiences (founders, acquired employees, leads, lawyers), in writing and orally.

- You are strong technically and can teach us things.

- You show judgement and discretion with confidential information and sensitive human situations.

NICE-TO-HAVE

We are not looking for all of the below. Any one of these can be a strong signal.

- You have a legal background, ideally in employment law.

- You have worked in or with a Tech scale-up that made several acquisitions.

- You have opened entities or set-up employers of record in new countries.

- You speak another language relevant to our expansion (e.g. Spanish, Portuguese; Arabic).

- You are AI-enthusiastic and actively use tools to multiply your impact.

LEVEL RANGE

For this opportunity, we are aiming to hire within the C0-D level range.

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