Director, People - M&A
$192,000–$240,000 year
HybridSan Francisco, California, United States
Job Summary
Lead the People M&A Function as the senior partner and decision-maker across the M&A lifecycle, coordinating with a matrixed environment of Project Managers, Business Partners, and COEs. Drive Due Diligence by assessing organizational culture, headcount structures, compensation gaps, and legal exposure, while partnering with Corporate Development and Finance to synthesize findings into clear deal recommendations. Design & Execute Workforce Integration by advising leadership on org design, role mapping, and redundancy management, then partnering with COEs to create integration plans that minimize disruption and align acquired teams with Lyft's culture. Define and drive People integration strategy as the dedicated advisor to the Integration Management Office. Report to the Senior Director of People Business Partners.
Required Qualifications
- 10+ years of progressive HR or People Business Partner experience
- 3+ years focused on M&A integration in a technology, platform, or high-growth company
- Demonstrated track record leading end-to-end HR due diligence and workforce integration for deals of varying complexity and size
- Strong working knowledge of international employment law, labor relations, and works council requirements across multiple jurisdictions
- Exceptional executive presence and consulting skills
- Data-fluency with the ability to build and interpret people analytics that inform integration decisions and measure outcomes
- Comfort operating in ambiguity, managing competing priorities, and adapting quickly
- Lead through influence across a matrixed environment
- Partner effectively with a dedicated Project Manager to delegate execution and workstream coordination
- Maintain clear ownership of People strategy, talent decisions, and integration outcomes
- Define and drive People integration strategy as the dedicated advisor to the Integration Management Office (IMO)
- Lead People due diligence efforts, assessing organizational culture, headcount structures, compensation and benefits gaps, employment contracts, and law exposure across geographies
- Conduct or oversee talent assessment processes, evaluating leadership bench strength, key person dependencies, and retention risk
- Partner with Corporate Development, Legal, and Finance to ascertain People risks, synthesize findings into clear deal recommendations, and inform decisions
- Advise senior leadership on org design decisions arising from acquisitions, including role mapping, spans and layers, redundancy management, and leadership selection
- Partner with People Business Partner and People Team COEs to design workforce integration plans that minimize disruption, retain key talent, and bring acquired teams into Lyft's culture and ways of working
- Drive change management and communications strategies for acquired teams, ensuring clarity, trust, and early, meaningful engagement with Lyft's people programs
- Work in the San Francisco office 3 days per week on Mondays, Wednesdays, and Thursdays
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