The posting
Job Description
Director, HR – Mergers, Acquisitions & Divestitures (M&A&D)
At onsemi, we are transforming the future through intelligent power and sensing technologies that enable a sustainable ecosystem. As a Director, HR Mergers, Acquisitions & Divestitures (M&A&D), you will lead the global HR strategy and execution for mergers, acquisitions, divestitures, joint ventures, carve-outs, and legal entity consolidations.
This highly visible leadership role serves as the senior HR leader and primary point of contact across the transaction lifecycle, from due diligence through integration, separation, and stabilization. You will represent onsemi with target, acquired, and divested company HR leadership; establish the initial HR relationship; and enable broader functional partnerships as the transaction progresses.
Working through a lean team and a flexible cross-functional model, you will maintain overall accountability for HR execution while mobilizing the appropriate expertise across Human Resources, Corporate Development, Finance, Legal, IT, Communications, and other functions. The role will also lead or support broader HR transformation initiatives as organizational priorities require.
The ideal candidate combines deep M&A&D expertise, executive presence, sound judgment, and strong change leadership, balancing strategic direction with disciplined execution in a complex global organization.
Responsibilities
M&A&D Leadership and Transaction Accountability
• Lead the HR workstream for global mergers, acquisitions, divestitures, joint ventures, carve-outs, and legal entity consolidations.
• Serve as the senior HR advisor to executive leadership throughout the transaction lifecycle and translate deal objectives into clear HR priorities, risks, and execution plans.
• Serve as onsemi’s primary HR representative and initial point of contact with target, acquired, and divested company HR leadership, establishing the relationship and facilitating broader functional connections as appropriate.
• Maintain overall accountability for HR execution through integration, separation, and stabilization, ensuring clear workstream ownership and an effective transition to functional and business-as-usual ownership.
• Develop and execute HR integration and separation strategies aligned with business objectives, deal value, employee experience, and business continuity.
• Identify, escalate, and mitigate transaction-related workforce, organizational, retention, compliance, and execution risks.
• Lead issue resolution and escalation management for critical HR transaction risks and decisions.
Due Diligence and Deal Readiness
• Own and lead HR due diligence for potential transactions, assessing material organizational, talent, compensation, benefits, labor, compliance, cultural, and workforce risks and translating findings into clear recommendations for deal leadership.
• Direct day-to-day diligence execution through the HR M&A&D team while maintaining appropriate confidentiality and engaging additional HR expertise as the transaction progresses.
• Develop workforce cost, risk, and scenario analyses that inform deal structure, integration planning, retention decisions, and executive decision-making.
• Convert diligence findings into actionable integration, separation, and change plans with clear dependencies, decisions, owners, and timelines.
Integration, Separation, and Governance
• Establish HR governance structures, workstreams, decision forums, timelines, risk tracking, and executive reporting mechanisms for each transaction.
• Lead transaction execution through a flexible, cross-functional operating model, mobilizing appropriate HR and business expertise based on transaction requirements and ensuring clear accountability across workstreams.
• Coordinate organizational design, workforce transition planning, talent assessment, retention, employee movement, and integration readiness activities.
• Partner with HR Centers of Excellence and HR Business Partners to align functional plans, surface cross-workstream dependencies, and drive timely execution.
• Present recommendations, risks, decisions, and progress updates to executive leadership, deal teams, and integration steering committees.
• Establish metrics and KPIs to monitor integration or separation progress, workforce outcomes, employee experience, and transition to business-as-usual operations.
• Lead post-close reviews and continuous improvement efforts to strengthen onsemi’s M&A&D playbooks, tools, governance, and execution capabilities.
Change Management and Employee Experience
• Own the HR change management strategy for transactions, including organizational readiness, leadership alignment, employee experience, communications coordination, and adoption of future-state processes and ways of working.
• Partner with Communications, business leaders, and HR stakeholders to develop clear, coordinated, and appropriately timed employee communications.
• Anticipate employee and leadership impacts, establish feedback mechanisms, and adjust change plans to reduce disruption and maintain business continuity.
• Ensure leaders are equipped to communicate decisions, support employees, and reinforce the desired future-state organization and culture.
Legal Entity Consolidation
• Lead the HR workstream for legal entity consolidations, coordinating with Legal, Finance, Payroll, HRIS, Total Rewards, and other HR functions to identify dependencies, manage workforce impacts, and execute required transitions.
• Establish integrated plans for employee transfers, payroll and benefit changes, employment documentation, data and system dependencies, communications, and regulatory requirements.
• Ensure legal entity activities are aligned with broader corporate timelines, governance, and business continuity requirements.
Functional Partnership and HR Transformation
• Coordinate with the VP of Total Rewards and appropriate HR leaders on compensation, benefits, equity, retention, job architecture, and other workforce integration strategies, ensuring transaction requirements, financial implications, risks, and dependencies are effectively addressed.
• Partner with Talent, HR Operations, HRIS, Payroll, Employment Legal, Communications, and HR Business Partners to develop and execute coordinated transaction plans.
• Ensure significant financial matters and material changes to compensation, benefits, retention, or workforce programs are surfaced for appropriate review and approval.
• Lead or support broader HR transformation initiatives as needed, applying M&A&D integration, change management, governance, and operating model expertise to priority HR initiatives.
• Build repeatable approaches that improve HR scalability, execution discipline, employee experience, and organizational effectiveness.
Required Qualifications
• Enterprise M&A&D leadership: Demonstrated experience leading complex global transactions, including due diligence, integration, separation, governance, change management, and post-close execution.
• Global HR leadership: 15+ years advancing business priorities within complex, matrixed, and multinational organizations.
• Transaction strategy: Deep knowledge of workforce diligence, integration and separation planning, organizational risk, retention, governance, and value realization.
• Change leadership: Proven success leading complex organizational change, aligning leaders, managing employee impacts, and driving adoption across multiple stakeholder groups.
• Executive and external partnership: Demonstrated ability to represent an organization with senior executives and external company leadership, shape decisions, build trust, and translate complexity into clear direction.
• Cross-functional execution: Ability to lead through influence and mobilize HR, Legal, Finance, IT, Communications, Corporate Development, and business stakeholders without relying on a large dedicated team.
• Business and financial judgment: Strong analytical capability and sound judgment regarding workforce costs, risk, trade-offs, and matters requiring executive review or approval.
• Education: Bachelor’s degree in Human Resources, Business, Organizational Development, Finance, or a related field.
Qualifications
• Experience leading workforce integrations, separations, or legal entity consolidations across North America, Europe, the Middle East and Africa, and Asia-Pacific.
• Experience within semiconductor, advanced manufacturing, technology, or another complex multinational industrial environment.
• Track record partnering with Corporate Development, Legal, Finance, and executive deal leaders to advance transaction objectives.
• Master’s degree in Human Resources, Business, Organizational Psychology, or a related field.
• SHRM-SCP, SPHR, PMP, or equivalent certification.
About Us
onsemi (Nasdaq: ON) is driving disruptive innovations to help build a better future. With a focus on automotive and industrial end-markets, the company is accelerating change in megatrends such as vehicle electrification and safety, sustainable energy grids, industrial automation, and 5G and cloud infrastructure. With a highly differentiated and innovative product portfolio, onsemi creates intelligent power and sensing technologies that solve the world’s most complex challenges and leads the way in creating a safer, cleaner, and smarter world.
More details about our company benefits can be found here:
https://www.onsemi.com/careers/career-benefits
We are committed to sourcing, attracting, and hiring high-performance innovators, while providing all candidates a positive recruitment experience that builds our brand as a great place to work.
onsemi is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, ancestry, national origin, age, marital status, pregnancy, sex, sexual orientation, physical or mental disability, medical condition, genetic information, military or veteran status, gender identity, gender expression, or any other protected category under applicable federal, state, or local laws.
If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process and need an alternative method for applying, you may contact [email protected] for assistance.
