Director, HR M&A And New Business Enablement

In this position...

The Director, HR M&A and New Business Enablement drives workforce planning, HR operating model design, governance, and operational readiness activities supporting mergers and acquisitions, joint ventures, strategic partnerships, legal entity formations, and new business standups. The role creates and maintains the people, process, policy, technology, and service delivery capabilities required for new, acquired, and jointly operated businesses to launch, operate, integrate, and scale successfully.

The Director operates across the full business lifecycle: influencing people implications during transaction and formation, strategizing and directing the standup of the HR capabilities a new business needs to operate, and driving the sustained integration and change work that follows close. The role partners across Human Resources, Finance, Legal, IT, Corporate Development, Purchasing, and business leadership, and directs coordination among enterprise functions, external providers, and systems required to deliver.

This is an individual contributor role with no direct reports. The Director delivers through influence, cross-functional program leadership, and partnership with enterprise functions, external providers, venture partners, and business leaders.

The position is the primary point of connection between enterprise HR and new business leadership, ensuring workforce, compliance, service delivery, and organizational effectiveness requirements are addressed early enough to influence decisions rather than remediated after launch. The role executes Ford's New Business Enablement strategy across transaction, standup, ramp-up, integration, and stabilization activities and helps build repeatable capability that improves execution across future initiatives.

Director, HR Shared Service We made history and now we work to transform the future - for our customers, our communities and our families. You'll see your work on the road every day, helping people move freely and pursue their dreams. At Ford, you can build more than vehicles. Come build what matters. As part of our Human Resources team, you'll help us attract, hire and retain the top talent we need to achieve our bold vision. You'll play a vital role in defining, developing and maintaining the winning culture that empowers diverse individuals to work together and create the impossible. We're seeking change leaders, talent strategists, employee advocates and culture architects to enable our teams, partners, and businesses to do and be their best.

What you'll do...

• Drive HR strategy and workstream execution supporting mergers, acquisitions, divestitures, joint ventures, strategic partnerships, legal entity formations, and new business initiatives. Influence business decisions by identifying workforce implications, organizational risks, operational dependencies, costs, and people-related requirements throughout the business lifecycle.
• Direct HR coordination for new business standup, integration, ramp-up, and stabilization programs. Drive alignment across Human Resources, Finance, Legal, IT, Payroll, Talent Acquisition, Purchasing, HR Centers of Excellence, business leadership, venture partners, and external service providers to enable successful business launch and operation.
• Drive HR integration and change strategy for acquired and integrating businesses through the extended post-close period. Direct the migration of acquired workforces onto applicable HR, payroll, time, and talent platforms; drive harmonization of policies, benefits, job architecture, and service delivery; and maintain accountability for change management, manager enablement, communications, and adoption for affected populations.
• Strategize workforce, governance, compliance, organizational design, employee relations, labor relations, culture, and HR operating model solutions for new and evolving businesses. Analyze qualitative and quantitative information, influence risk decisions, create recommendations, and provide thought leadership supporting informed business choices.
• Drive planning and execution for new business initiatives, including workforce planning, organizational design, job architecture, leadership and governance structures, contingent and partner-provided workforce requirements, onboarding strategies, operating model implementation, service agreements, and business stabilization.
• Create and maintain HR governance frameworks, workforce policies, service delivery models, workforce administration processes, and compliance protocols that support newly established businesses while aligning with applicable Ford policies, contractual commitments, and regulatory requirements. Direct employment-related entity decisions involving employer-of-record determination, employment tax and regulatory registrations, benefit plan participation, and payroll structure.
• Establish and govern HR-related service agreements supporting acquisitions, divestitures, joint ventures, partnerships, new legal entities, and other businesses requiring services from Ford or third parties. Define service scope, ownership, performance expectations, costs, decision rights, escalation processes, and exit or transition requirements appropriate to the business arrangement.
• Direct applicable HR systems implementation programs, including HCM, payroll, time, talent, and service management platforms, for new and integrating businesses. Influence and approve business requirements, resolve system-of-record and data-ownership questions, drive delivery by third-party implementation partners, and confirm that operational requirements are contractually scoped and correctly priced.
• Drive workforce readiness across the full chain required for an employee to begin and sustain work, including onboarding, identity and system provisioning, physical access, occupational health requirements, payroll and benefits readiness, and training and certification currency.
• Create and maintain key performance indicators related to business readiness, workforce implementation, HR service delivery, compliance, operational effectiveness, change adoption, and stabilization. Establish interim milestones that provide advance warning of risk, analyze trends, and drive escalation with sufficient lead time for mitigation.
• Provide thought leadership on company policies, employment regulations, labor agreements, governance requirements, workforce practices, and service delivery arrangements supporting new business entities, partnerships, and strategic initiatives. Contribute lessons learned, reusable solutions, and implementation experience to the team's shared playbooks, frameworks, and enterprise capability.
• Influence venture leadership, partner organizations, and enterprise functions to establish workforce governance models, decision rights, escalation processes, and operating agreements that enable effective management of shared workforces, outsourced services, cross-company dependencies, and jointly operated businesses.

Skills and Competencies

• Ability to translate business and transaction strategy into actionable workforce, organizational, governance, service delivery, and implementation plans.
• Ability to assess people-related opportunities, risks, costs, dependencies, and readiness requirements and develop practical mitigation strategies.
• Ability to provide thought leadership, operate effectively through ambiguity, and establish structure in new or evolving business environments.
• Demonstrated program leadership, stakeholder management, negotiation, facilitation, and executive communication capabilities.
• Ability to direct complex work through cross-functional teams, enterprise functions, venture partners, consultants, and external service providers without direct authority.
• Ability to design and implement governance frameworks, operating models, service agreements, readiness plans, and sustainable transition or stabilization approaches.
• Ability to connect strategic decisions to operational consequences and identify requirements early enough to influence transaction terms, commercial arrangements, business plans, and implementation sequencing.
• Ability to balance business objectives, workforce needs, employee experience, regulatory requirements, cost, speed, and operational continuity.

What you'll do...

• Drive HR strategy and workstream execution supporting mergers, acquisitions, divestitures, joint ventures, strategic partnerships, legal entity formations, and new business initiatives. Influence business decisions by identifying workforce implications, organizational risks, operational dependencies, costs, and people-related requirements throughout the business lifecycle.
• Direct HR coordination for new business standup, integration, ramp-up, and stabilization programs. Drive alignment across Human Resources, Finance, Legal, IT, Payroll, Talent Acquisition, Purchasing, HR Centers of Excellence, business leadership, venture partners, and external service providers to enable successful business launch and operation.
• Drive HR integration and change strategy for acquired and integrating businesses through the extended post-close period. Direct the migration of acquired workforces onto applicable HR, payroll, time, and talent platforms; drive harmonization of policies, benefits, job architecture, and service delivery; and maintain accountability for change management, manager enablement, communications, and adoption for affected populations.
• Strategize workforce, governance, compliance, organizational design, employee relations, labor relations, culture, and HR operating model solutions for new and evolving businesses. Analyze qualitative and quantitative information, influence risk decisions, create recommendations, and provide thought leadership supporting informed business choices.
• Drive planning and execution for new business initiatives, including workforce planning, organizational design, job architecture, leadership and governance structures, contingent and partner-provided workforce requirements, onboarding strategies, operating model implementation, service agreements, and business stabilization.
• Create and maintain HR governance frameworks, workforce policies, service delivery models, workforce administration processes, and compliance protocols that support newly established businesses while aligning with applicable Ford policies, contractual commitments, and regulatory requirements. Direct employment-related entity decisions involving employer-of-record determination, employment tax and regulatory registrations, benefit plan participation, and payroll structure.
• Establish and govern HR-related service agreements supporting acquisitions, divestitures, joint ventures, partnerships, new legal entities, and other businesses requiring services from Ford or third parties. Define service scope, ownership, performance expectations, costs, decision rights, escalation processes, and exit or transition requirements appropriate to the business arrangement.
• Direct applicable HR systems implementation programs, including HCM, payroll, time, talent, and service management platforms, for new and integrating businesses. Influence and approve business requirements, resolve system-of-record and data-ownership questions, drive delivery by third-party implementation partners, and confirm that operational requirements are contractually scoped and correctly priced.
• Drive workforce readiness across the full chain required for an employee to begin and sustain work, including onboarding, identity and system provisioning, physical access, occupational health requirements, payroll and benefits readiness, and training and certification currency.
• Create and maintain key performance indicators related to business readiness, workforce implementation, HR service delivery, compliance, operational effectiveness, change adoption, and stabilization. Establish interim milestones that provide advance warning of risk, analyze trends, and drive escalation with sufficient lead time for mitigation.
• Provide thought leadership on company policies, employment regulations, labor agreements, governance requirements, workforce practices, and service delivery arrangements supporting new business entities, partnerships, and strategic initiatives. Contribute lessons learned, reusable solutions, and implementation experience to the team's shared playbooks, frameworks, and enterprise capability.
• Influence venture leadership, partner organizations, and enterprise functions to establish workforce governance models, decision rights, escalation processes, and operating agreements that enable effective management of shared workforces, outsourced services, cross-company dependencies, and jointly operated businesses.

Skills and Competencies

• Ability to translate business and transaction strategy into actionable workforce, organizational, governance, service delivery, and implementation plans.
• Ability to assess people-related opportunities, risks, costs, dependencies, and readiness requirements and develop practical mitigation strategies.
• Ability to provide thought leadership, operate effectively through ambiguity, and establish structure in new or evolving business environments.
• Demonstrated program leadership, stakeholder management, negotiation, facilitation, and executive communication capabilities.
• Ability to direct complex work through cross-functional teams, enterprise functions, venture partners, consultants, and external service providers without direct authority.
• Ability to design and implement governance frameworks, operating models, service agreements, readiness plans, and sustainable transition or stabilization approaches.
• Ability to connect strategic decisions to operational consequences and identify requirements early enough to influence transaction terms, commercial arrangements, business plans, and implementation sequencing.
• Ability to balance business objectives, workforce needs, employee experience, regulatory requirements, cost, speed, and operational continuity.