Senior Manager, HR M&A

**Company:**

Qualcomm Incorporated

**Job Area:**

Operations Group, Operations Group > Project Manager

**General Summary:**

As Senior Manager, HR M&A you are an essential member of the HR M&A team at Qualcomm. This team leads the people agenda as part of Qualcomm’s inorganic growth and diversification strategy through efficient deal execution, due diligence and integration in support of realizing the talent value proposition and an optimal employee experience. You will lead talent strategy execution for M&A deals in partnership with the HR workstreams, Corporate Development, the Integration Management Office, and various business partners (e.g., Finance, Legal and Tax). You will report into the Sr Director, HR M&A.

**This role is on-site and requires full-time work in office (5 days a week).**

**Minimum Qualifications:**

• Bachelor's degree and 5+ years of project management or related work experience.

OR

Associate's degree and 7+ years of project management or related work experience.

OR

High School Diploma or equivalent and 9+ years of project management or related work experience.

*Completed advanced degrees in a relevant field may be substituted for up to two years (Master’s = one year, Doctorate = two years) of work experience.

**Preferred Qualifications:**

+ Master’s Degree or equivalent

+ 5+ years of experience in HR with broad responsibilities, such as an HR Generalist or HR Business Partner role

+ 2+ years of experience in leading the talent or HR area for Mergers & Acquisition including complex, international transactions, HR M&A consulting experience at a Big 4 firm is considered a strong plus

+ 3+ years of work experience in a role requiring interaction with senior leadership (e.g., VP level and above) in a multinational corporate environment

+ Deep understanding of the key M&A activities for each phase of the deal life-cycle (due diligence, integration planning, signing, close, post-close)

+ Experience with owning and managing sensitive employee demographic and compensation data through all phases of acquisition, focusing on data integrity, analysis and reporting

+ Deep understanding of HR principles (e.g., recruiting, change management, compensation, benefits)

+ Strong project management skills, including demonstrated ability to think end-to-end and manage multiple long-term projects simultaneously with tight deadlines and rapidly shifting priorities

+ Excellent attention to detail, hands-on mentality, exceptional communication and interpersonal skills, and the ability to influence in a global matrixed environment

**Principal Duties and Responsibilities:**

+ Translate the deal objectives and talent strategy into milestones, deliverables, timelines and resource needs

+ Understand deal-specific M&A requirements and cross-functional interdependencies (within HR and with key partners such as IT, Finance, Payroll, Legal and Procurement)

+ Build and manage detailed project management plans for M&A transactions, from due diligence to integration and manage all HR activities including resource allocations, budgets, timeframes, and interdependencies

+ Lead HR due diligence for the deals within your scope applying subject matter expertise and coach or support HR Workstreams on their diligence deliverables

+ Partner with HR & cross-functional teams in updating and evolving HR’s M&A strategies and manage continuous improvement projects

+ Responsible for ensuring prioritization on deal specific needs and monitoring the execution risk and interdependencies across deals

+ Resolve cross-functional issues and risks within the scope of the project; identify and escalate risks and issues to Sr Director HR M&A

+ Develop, maintain and present materials used for updating HR, Corporate Development and Business leadership

+ Lead weekly HR team meetings, maintain the risk and issue logs, assist with identifying risks or issues and mitigation measures, and create and deliver weekly status reports for the HR Leadership Team & HR deal project team

+ Review and provide input on purchase agreements and disclosure schedules, presentation materials, welcome documents, and FAQs

+ Define relevant post-close integration milestones and talent KPIs/metrics for measuring integration success or progress for deals within your scope

**Level of Responsibility:**

• Works independently with minimal supervision.

• Provides supervision/guidance to other team members.

• Decision-making is significant in nature and affects work beyond immediate work group.

• Requires verbal and written communication skills to convey complex information. May require negotiation, influence, tact, etc.

• Works within the prescribed budgetary objectives of the department.

• Has a moderate amount of influence over key organizational decisions (e.g., is consulted by senior leadership to make key decisions).

• Tasks do not have defined steps; planning, problem-solving, and prioritization must occur to complete the tasks effectively.

**Applicants** : Qualcomm is an equal opportunity employer. If you are an individual with a disability and need an accommodation during the application/hiring process, rest assured that Qualcomm is committed to providing an accessible process. You may e-mail or call Qualcomm's toll-free number found here ( \_public\_article\_view&sysparm\_article=KB0039028) . Upon request, Qualcomm will provide reasonable accommodations to support individuals with disabilities to be able participate in the hiring process. Qualcomm is also committed to making our workplace accessible for individuals with disabilities. (Keep in mind that this email address is used to provide reasonable accommodations for individuals with disabilities. We will not respond here to requests for updates on applications or resume inquiries).

**To all Staffing and Recruiting Agencies** : Our Careers Site is only for individuals seeking a job at Qualcomm. Staffing and recruiting agencies and individuals being represented by an agency are not authorized to use this site or to submit profiles, applications or resumes, and any such submissions will be considered unsolicited. Qualcomm does not accept unsolicited resumes or applications from agencies. Please do not forward resumes to our jobs alias, Qualcomm employees or any other company location. Qualcomm is not responsible for any fees related to unsolicited resumes/applications.

**EEO Employer: Qualcomm is an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, Veteran status, or any other protected classification.**

Qualcomm expects its employees to abide by all applicable policies and procedures, including but not limited to security and other requirements regarding protection of Company confidential information and other confidential and/or proprietary information, to the extent those requirements are permissible under applicable law.

**Pay range** **and Other Compensation & Benefits** **:**

$144,800.00 - $217,200.00

The above pay scale reflects the broad, minimum to maximum, pay scale for this job code for the location for which it has been posted. Even more importantly, please note that salary is only one component of total compensation at Qualcomm. We also offer a competitive annual discretionary bonus program and opportunity for annual RSU grants (employees on sales-incentive plans are not eligible for our annual bonus). In addition, our highly competitive benefits package is designed to support your success at work, at home, and at play. Your recruiter will be happy to discuss all that Qualcomm has to offer – and you can review more details about our US benefits at this link .

If you would like more information about this role, please contact Qualcomm Careers ( ) .

EEO Employer: Qualcomm is an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, Veteran status, or any other protected classification