DeelPeople M&A Director
Lead end-to-end people strategy for M&A, from diligence to integration. Requires 8+ years HR experience, strong business acumen, and global M&A expertise.
Who we are is what we do.
Deel is the all-in-one payroll and HR platform for global teams. Our vision is to unlock global opportunity for every person, team, and business. Built for the way the world works today, Deel combines HRIS, payroll, compliance, benefits, performance, and equipment management into one seamless platform. With AI-powered tools and a fully owned payroll infrastructure, Deel supports every worker type in 150+ countries—helping businesses scale smarter, faster, and more compliantly.
Among the largest globally distributed companies in the world, our team of 7,000 spans more than 100 countries, speaks 74 languages, and brings a connected and dynamic culture that drives continuous learning and innovation for our customers.
Why should you be part of our success story?
As the fastest-growing Software as a Service (SaaS) company in history, Deel is transforming how global talent connects with world-class companies – breaking down borders that have traditionally limited both hiring and career opportunities. We're not just building software; we're creating the infrastructure for the future of work, enabling a more diverse and inclusive global economy. In 2024 alone, we paid $11.2 billion to workers in nearly 100 currencies and provided healthcare and benefits to workers in 109 countries—ensuring people get paid and protected, no matter where they are.
Our momentum is reflected in our achievements and customer satisfaction: CNBC Disruptor 50, Forbes Cloud 100, Deloitte Fast 500, and repeated recognition on Y Combinator’s top companies list – all while maintaining a 4.83 average rating from 15,000 reviews across G2, Trustpilot, Captera, Apple and Google.
Your experience at Deel will be a career accelerator. At the forefront of the global work revolution, you'll tackle complex challenges that impact millions of people's working lives. With our momentum—backed by a $17.3 billion valuation and $1 B in Annual Recurring Revenue (ARR) in just over five years—you'll drive meaningful impact while building expertise that makes you a sought-after leader in the transformation of global work.
About the Role
The People M&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&A initiatives are executed efficiently, compliantly, and at speed.
What You Will Do
Own and lead the HR Due Diligence process for M&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.
Lead People M&A efforts from pre-diligence through deal signing, close, and post-close integration, ensuring continuity and alignment across the full lifecycle of the transaction.
Deeply understand Deel’s people programs, policies, and operating model in order to design and execute scalable M&A playbooks.
Develop and execute a holistic People M&A strategy and roadmap including diligence, compliance, workforce planning, integration, and operational readiness.
Serve as the primary People partner to Corporate Development and executive stakeholders throughout the deal lifecycle.
Evaluate M&A targets from a people perspective, deploying diligence requests, analyzing responses, identifying risks, and providing recommendations.
Lead the design and execution of the people integration strategy, partnering with Finance, Legal, PMO, IT, and other functions.
Orchestrate resources across HR COEs to ensure successful delivery of integration workstreams.
Assess talent capabilities within acquired organizations, develop retention strategies, and manage workforce transitions where necessary.
Ensure seamless integration of HR policies, processes, systems, and structures.
Manage HR-related transition service agreements (TSAs) where applicable.
Lead change management and communication strategies to support cultural integration and employee engagement.
Define project goals, timelines, and success metrics and manage progress through PMO governance structures.
Identify operational, regulatory, and compliance risks in partnership with Legal and ensure alignment with labor laws and regulatory requirements.
Act as a thought partner and influence-based leader, navigating complex stakeholder environments and enabling cross-functional alignment.
Core Deliverables
End-to-end People M&A strategy
Integration planning and leading execution strategy
Organizational and talent strategy for acquired companies
Change management and cultural integration
HR operational integration
Risk and compliance management
Executive stakeholder alignment and reporting
What You Will Bring
8+ years of progressive experience in HR, organizational strategy, consulting, or related fields, ideally within global enterprise environments.
Demonstrated expertise in mergers and acquisitions across the full deal lifecycle, including diligence, integration planning, and post-close execution.
Broad HR knowledge across multiple disciplines including talent planning, workforce planning, organization design, HR operations, and change management.
Experience operating in complex, global environments with multiple stakeholders and competing priorities.
Strong business acumen and ability to translate business strategy into people strategy.
Proven ability to make high-impact decisions independently while exercising sound judgment about when to seek validation from leadership.
Experience partnering with senior executives and influencing decisions at the leadership level.
Experience managing and developing a small team, with distributed or global team leadership preferred.
Excellent communication skills with the ability to convey complex information clearly to diverse stakeholders.
High level of ownership, accountability, and ability to operate effectively under pressure in fast-moving environments.
Strong analytical and problem-solving skills with the ability to synthesize data and deliver actionable insights.
Cultural awareness and ability to work effectively across global teams.
Experience in high-growth or pre-IPO technology companies strongly preferred.
Familiarity with Deel’s platform, operating model, and global employment infrastructure is a strong advantage.
Total Rewards
Our 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.
Some things you’ll enjoy
Stock grant opportunities dependent on your role, employment status and location
Additional perks and benefits based on your employment status and country
The flexibility of remote work, including optional WeWork access
At Deel, we’re an equal-opportunity employer that values diversity and positively encourage applications from suitably qualified and eligible candidates regardless of race, religion, sex, national origin, gender, sexual orientation, age, marital status, veteran status, disability status, pregnancy or maternity or other applicable legally protected characteristics.
Unless otherwise agreed, we will communicate with job applicants using Deel-specific emails, which include @deel.com and other acquired company emails like @payspace.com and @paygroup.com. You can view the most up-to-date job listings at Deel by visiting our careers page_.
_Deel is an equal-opportunity employer and is committed to cultivating a diverse and inclusive workplace that reflects different abilities, backgrounds, beliefs, experiences, identities and perspectives.
Deel will provide accommodations on request throughout the recruitment, selection and assessment process for applicants with disabilities. If you require accommodations, please inform our Talent Acquisition Team via this link and a team member will be in touch to ensure your equal participation. If you have difficulty accessing the form, please email at recruiting@deel.com.
As part of our hiring process, we primarily rely on interviews and role-related assessments. In limited cases, we may also consider informal background information relevant to the role, in line with our privacy and fairness obligations.
This application process may utilise Automated Employment Decision Tools (AEDT) and AI systems to assist in evaluating candidates based on experience level, technical skills and qualifications. As a fully remote company, we also utilise AI-powered deepfake and fraud detection technologies to verify the authenticity of candidate identities and interactions during assessments and interviews. This processing is conducted in compliance with applicable Data Protection, AI Governance and Labour Laws. We ensure human oversight is maintained in all final hiring decisions. Your personal data is not used to train AI models. For more information on how we process your personal data, please see our Privacy Policy.