At Boeing, we innovate and collaborate to make the world a better place. We’re committed to fostering an environment for every teammate that’s welcoming, respectful and inclusive, with great opportunity for professional growth. Find your future with us.
The Boeing Company is currently seeking a Senior Human Resources Specialist to support our Enterprise Human Resources Mergers and Acquisitions (M&A) team.
The successful candidate will have prior M&A deal experience and partner with Human Resources (HR) functions, Corporate Development, Labor Relations, Law, Finance, business leaders and external consultants to provide strategic alignment, guidance and manage the overall HR end to end life cycle for M&A transactions.
This position can be based in Seattle, WA; Everett, WA; Renton, WA; Seal Beach, CA; Mesa, AZ; Chicago, IL; Berkeley, MO; Plano, TX; San Antonio, TX; Houston, TX; Huntsville, AL; North Charleston, SC; Arlington, VA; Ridley Park, PA; or Titusville, FL.

BASIC QUALIFICATIONS (REQUIRED SKILLS/EXPERIENCE):

• 5+ years of experience working in a Human Resources role
• 5+ years of experience communicating and implementing HR programs, policies, practices, and processes
• 3+ years of experience working on M&A deals
• 3+ year of experience in a role utilizing business acumen and linking relevant HR strategies to business outcomes
• 3+ years of experience executing strategies and managing projects that promote a culture of superior customer service and exceptional employee engagement

PREFERRED QUALIFICATIONS (DESIRED SKILLS/EXPERIENCE):

• Bachelor’s Degree or Higher
• 3+ years of experience partnering with leadership to design and implement plans to meet organizational objectives
• Experience in influencing and building strong relationships with stakeholders and business partners
• Experience with HRIS platforms and technology, with preferred applications experience in Workday
• Experience navigating a matrixed organization

• Partner on M&A transactions on behalf of the HR Business Partner; lead the due diligence process for the HR workstream
• Monitor and update the virtual data room process and ensure that requests for data aligns with deal objectives and needs. Define and support negotiations strategy and strategic integration planning for all HR functions
• Support business operating model decisions with HR planning and alignment of HR resources; partner with business on organization and talent plans including retention, compensation and benefit decisions
• Prepare all deal documents required for corporate development
• Lead and manage detailed integration plans, project plans, timelines, and milestones, and monitor progress against these plans while proactively managing ahead to those plans through coordination with project workstream leads; Develop or ensure TSA (transition service agreements) are in place and executed on
• Develop Key Performance Indicators (KPI) and buy-in from leadership as well as accountability for achieving these key metrics
• Serve as a liaison and develop collaborative partnerships throughout HR, Finance, Law, Information Technology (IT), Communications, Corporate development and business line leaders across the enterprise to ensure process effectiveness
• Seek out and incorporate external practices with a special focus on current and emerging peer companies, identify opportunities for continuous improvement; continuously refresh and apply external viewpoint to ensure plans, programs, and communications remain suited to driving business outcomes
• Cultivate external relationships and peer company relationships
• Assist stakeholder teams with best practices for executing M&A
• Project manage comprehensive HR integration plans across all HR functions, including total rewards, talent management, and HR information systems (HRIS)
• Conduct analysis of target companies’ workforce dynamics, compensation structures and benefits offerings
• Spearhead change management initiatives to support employees through transitions, ensuring a smooth adaptation process
• Develop and execute communication strategies that promote transparency and employee engagement
• Provide regular updates to leadership on HR-related aspects of the M&A process, ensuring alignment and informed decision-making
• Ensure adherence to local and international labor laws and regulations throughout the M&A process
• Travel as needed to support deal activities