An exciting opportunity for an experienced HR Transformation & Integration Manager – (2 Year FTC) to lead the end to end people work stream of a major acquisition within a fast paced, evolving automotive organisation. Acting as the central connector across all HR, people, process and systems activities, you will oversee the entire journey from due diligence through to full integration, ensuring a smooth,pliant and well coordinated transition.This role is ideal for a seasoned HR Business Partner or HR Transformation Lead who has deliveredplex integrations, acquisitions, and large scale organisational change withinmercial, fast paced environments.
Key ResponsibilitiesEnd‑to‑End HR Integration
1. Own the full HR integration workstream for the acquisition, managing people, process and systems alignment.
2. Develop and manage aprehensive HR project plan, covering milestones across HR Operations, Payroll, Reward, ER, Talent, Systems, Data, andmunications.
3. Lead HR due diligence activities, assessing people risks, HR costs, culture, policies, and integration impacts.
People Transition, TUPE & Onboarding
4. Manage all workforce transition activities including onboarding, contract issuance and early lifecycle processes post integration.
5. Lead end to end TUPE transfers (where applicable), including collective/individual consultation, documentation, scripts, FAQs, andmunications.
6. Provide expert advice to leaders and managers on employment legislation, statutory requirements, consultation processes and people impacts.
HR Systems, Data &ernance
7. Oversee HR data migration, ensuring accuracy,pleteness andpliance with legal, security and privacy standards.
8. Coordinate the integration of HRIS, payroll systems, talent platforms and benefits systems in partnership with internal HRIS and IT teams.
9. Track project risks, issues, dependencies and decision requirements, ensuring effectiveernance and escalation.
Organisation Design & HR Policy Alignment
10. Work closely with HR and business leaders to deliver organisation design activities, including role mapping, capability assessment, reporting line alignment and future state structure design.
11. Assess and map HR processes, policies, and terms & conditions, highlighting gaps and rmending aligned,pliant solutions.
12. Support the harmonisation of employment terms, policies, handbooks and HRernance frameworks.
Change,munications & Stakeholder Engagement
13. Lead the design and rollout of change management,munication and engagement plans for all impacted employees and leaders.
14. Act as the central coordination point across HR, Payroll,munications, Legal, IT and wider project teams.
15. Build strong relationships with senior stakeholders, influencing and enabling effective decision making throughout the integration.
Post‑Integration Stability & Continuous Improvement
16. Monitor post integration stability, identifying lessons learnt and contributing to the development of future acquisition playbooks.
17. Ensure people, culture and operating model alignment support the organisation’s growth ambitions and long term people strategy.
Experience Required
18. Senior HR Business Partner, HR Transformation Lead or HR Integration Manager with deep experience of acquisitions, due diligence, integration andplex organisational change.
19. Proven ability to manageplex, multi work stream HR projects end to end.
20. Strongmercial mindset and experience within fast paced, high growth or transformation focused environments.
21. Extensive knowledge of UK employment law, TUPE, consultation processes and HRpliance.
22. Strong understanding of HRIS, data migration, payroll integration and core HR processes.
23. Exceptional stakeholder management,munication and influencing skills.
24. High attention to detail while maintaining a strategic, holistic view.