HR Manager - Integrations

Zeus Fire and Security•Paoli, PA

About The Position

At Zeus Fire & Security, our greatest strength is our people; what we call the Z-Factor. It’s the unique passion, expertise, and dedication that every team member brings to safeguard communities, businesses, and families across the nation. We are a platform of eight powerhouse security and fire protection companies united by a mission to innovate and expand nationwide. We provide cutting-edge technology, collaborative shared services, and a culture where your career can truly ignite and thrive. Join us to be part of a future where the future is bright at Zeus: grow professionally, work alongside industry leaders, and help make a meaningful impact every day. Role Overview The HR Manager - Integration drives successful HR transitions for newly acquired companies, ensuring seamless workforce integration, regulatory compliance, and cultural alignment. This role delivers efficient onboarding by managing HR due diligence, streamlining policy alignment, and optimizing payroll and benefits transitions, while also designing and implementing onboarding and training programs that accelerate employee assimilation and support long-term talent development. By collaborating with HR, Finance, IT, and Operations, the HR Manager - Integration minimizes disruption, equips leaders and employees with the tools and knowledge needed to succeed, and drives business continuity and engagement post-acquisition.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
5+ years of HR experience, with at least 2 years in M&A integration or HR project management.
Experience in managing payroll, benefits, and HR operations during acquisitions.
Strong project management skills with the ability to manage multiple priorities and deadlines
Excellent interpersonal and communication skills to work effectively with stakeholders at all levels.
Ability to drive change and facilitate cultural integration.
Knowledge of employment laws and regulations related to mergers and acquisitions.
Proficiency in HRIS systems and data migration processes.

Nice To Haves

HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
Experience in a fast-paced, high-growth environment.
Previous exposure to private equity-backed acquisitions is a plus.
Design and implement onboarding and training programs for newly acquired employees and leaders, including development of scalable training materials that support policy adoption, system navigation, and cultural integration.

Responsibilities

Lead due diligence and post-acquisition HR strategies that align acquired employees with company policies, culture, and operational goals.
Develop and manage HR integration project plans with clear timelines and deliverables, collaborating with key stakeholders across HR, Finance, IT, and Operations.
Identify and address employment risks, ensuring adherence to labor laws, payroll regulations, and corporate policies throughout the integration process.
Assess and integrate HR policies, handbooks, and procedures from acquired companies, maintaining regulatory compliance and operational consistency.
Develop communication strategies that reinforce company values and help acquired employees assimilate into the organization.
Track key HR integration milestones, assess employee engagement, and provide leadership with data-driven insights on acquisition outcomes.
Provide coaching and support to acquired leaders to facilitate a smooth transition.
Partner with Payroll and Finance teams to ensure accurate and timely transition of acquired employees into existing payroll systems.
Oversee benefits alignment, ensuring newly acquired employees receive accurate information and have a seamless transition to company-sponsored benefit programs.
Design and coordinate first-day and first-week engagement experiences for newly acquired employees, ensuring clarity on policies, culture, and company expectations.
Ensure proper documentation and data migration for employee records in alignment with company HRIS requirements.
Act as a key resource for acquired employees, addressing HR-related inquiries and fostering a sense of inclusion and belonging.
Design and implement onboarding and training programs for newly acquired employees and leaders, including development of scalable training materials that support policy adoption, system navigation, and cultural integration.