Human Resources Mergers and Acquisitions Integration and Workforce Readiness Senior Manager

Human Resources Mergers and Acquisitions Integration and Workforce Readiness Senior Manager

Company:

The Boeing Company

The Boeing Company’s Human Resources (HR) team is seeking an experienced HR Operations leader to fill the role of Human Resources Mergers and Acquisitions Integration and Workforce Readiness Senior Manager within Global HR Operations, Services & Technology. This role can be located in Tukwila, WA; Everett, WA; Chicago, IL; Hazelwood, MO; North Charleston, SC; or Mesa, AZ.

This role sits within HR Operations and is responsible for translating M&A and labor negotiation strategy into executable operational plans, driving operational readiness, and delivering HR service continuity throughout transactions and labor activities. This role partners with the HR M&A Strategy and Workforce and Labor Strategy teams to operationalize these HR strategies.

Position Responsibilities:

• Lead integration activities for HR Operations execution for global mergers, acquisitions, and divestitures from pre-close through stabilization.
• Manage a team of HR operational integrators focused on workforce readiness, service continuity, system readiness, and operational stability as transactions close and transition.
• Serve as the HR Operations counterpart to the HR Core M&A and Workforce Strategy and Labor teams — operationalizing the deal and labor strategy across clear, accountable HR workstreams.
• Own the workforce support and operational readiness for key events during labor negotiations and strike preparedness ensuring HR services can continue to operate, prioritize effectively, and activate quickly and consistently during periods of uncertainty.
• Partner closely with many cross-function partners including, but not limited to: HR Business leaders, HR M&A core team, HR domain leaders and product owners, Compliance (global), Legal, Labor Relations, and across Operations to translate deal strategy and labor requirements into executable HR plans that protect continuity, compliance and employee experience.
• Oversee and streamline HR initiatives, systems, practices and policies to align with company goals, driving efficiency in areas HR Operations/services and technology adoption.
• Act as the primary HR Operations integrator for M&A integrations; translate Corporate M&A strategy and labor requirements into detailed, executable operational plans and timelines.
• Coordinate across HR operational domains to ensure end-to-end readiness and identify owners for actions.
• Design, maintain, and activate readiness and contingency plans for labor negotiations, strike preparedness, and other high-risk labor events — ensuring HR services remain operational.
• Assess operational risk, capacity, and readiness across HR services during transitions; recommend and implement mitigations to protect continuity and compliance.
• Establish and run integration governance, operational cadences, and decision forums focused on execution, speed, and accountability (clear RACI and escalation paths).
• Build and maintain repeatable HR Operations playbooks, tools, checklists, and standards for M&A integration and workforce readiness to enable scale and consistency.
• Provide concise, executive-level operational reporting on integration status, readiness gaps, risks, and mitigation plans to HR Operations leadership and Corporate M&A stakeholders.
• Maintain deep working knowledge of HR operational processes to act as a conduit between strategic deal planning and delivery—know who to engage for required actions and be able to explain operational impacts to non-operational stakeholders.
• Partner with Compliance (global), Legal, Labor Relations, and Operations to ensure regulatory compliance, minimize service disruption, and align activation plans.
• Work with Portfolio/PMO teams to embed appropriate tools, processes, and governance to support program and project execution.
• Lead, coach, and prioritize the HR Operations integrator team to meet critical milestones and operational SLAs.

Basic Qualifications (Required Skills/Experience):

• Bachelor's degree or higher
• 5+ years of experience leading complex global integrations, operational readiness, or large-scale workforce initiatives in HR, operations, or a related function
• 5+ years of experience with program leadership and the ability to coordinate across multiple functions and stakeholders
• 3+ years of experience working in highly regulated or labor-intensive environments
• 3+ years of experience in a leadership role, leading teams or large-scale organization-wide integration

Preferred Qualifications (Desired Skills/Experience):

• Experience managing multiple deliverables at once
• Experience in staffing/hiring plans
• Experience working with implementation partners and suppliers
• Experience with development programs
• Trusted partner with senior leaders; clear, calm communicator during high-pressure situations
• Experience acting as a "voice of reason" and guiding staff through organizational changes, ensuring the "why" is understood
• Ability to operate in ambiguity, balance speed with rigor, and make sound risk-based decisions

Conflict of Interest:

Successful candidates for this job must satisfy the Company's Conflict of Interest (COI) assessment process.

Drug Free Workplace:

Boeing is a Drug Free Workplace where post offer applicants and employees are subject to testing for marijuana, cocaine, opioids, amphetamines, PCP, and alcohol when criteria is met as outlined in our policies. 

Pay & Benefits:

At Boeing, we strive to deliver a Total Rewards package that will attract, engage and retain the top talent. Elements of the Total Rewards package include competitive base pay and variable compensation opportunities.

The Boeing Company also provides eligible employees with an opportunity to enroll in a variety of benefit programs, generally including health insurance, flexible spending accounts, health savings accounts, retirement savings plans, life and disability insurance programs, and a number of programs that provide for both paid and unpaid time away from work.

The specific programs and options available to any given employee may vary depending on eligibility factors such as geographic location, date of hire, and the applicability of collective bargaining agreements.

Pay is based upon candidate experience and qualifications, as well as market and business considerations.

Summary pay range: $168,300 - $243,800 

Language Requirements:

Not Applicable

Education:

Bachelor's Degree or Equivalent

Relocation:

Relocation assistance is not a negotiable benefit for this position.

Export Control Requirement:

This is not an Export Control position.

Safety Sensitive:

This is not a Safety Sensitive Position.

Security Clearance:

This position does not require a Security Clearance.

Visa Sponsorship:

Employer will not sponsor applicants for employment visa status.

Contingent Upon Award Program

This position is not contingent upon program award

Shift:

Shift 1 (United States of America)

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Boeing is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, genetic factors, military/veteran status or other characteristics protected by law.

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