HR M&A & Integration Project Manager

TTM Technologies, Inc. – Publicly Traded US Company, NASDAQ (TTMI) – Top-5 Global Printed Circuit Board Manufacturer

TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency (“RF”) components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards (“PCB”s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market.

Additional information can be found at www.ttm.com

Position Overview

The HR M&A & Integration Project Manager provides dedicated project management support to the Human Resources function across all phases of the mergers and acquisitions lifecycle. From assisting in the preliminary HR assessment of potential business opportunities through coordinating due diligence activities and supporting post-close people integration, this role ensures that HR is well-organized, well-represented, and well-prepared at every stage of the deal process. Sitting within the HR function and reporting to senior HR leadership, this individual serves as the operational backbone of HR's M&A involvement — helping the team stay structured, on track, and aligned with broader deal timelines and integration objectives. The ideal candidate is a highly organized project management professional with a strong grounding in HR practices, a natural ability to collaborate across functions, and the professionalism to manage sensitive information with care and discretion.

Key Responsibilities

HR Due Diligence Support

Supports the HR team in coordinating and executing people-related due diligence activities for potential acquisitions, ensuring HR is organized, responsive, and thorough throughout the pre-close review process.

• Assist HR leadership in coordinating the people-related due diligence process, including tracking open requests, organizing documentation, and monitoring completion against deal timelines.
• Help compile and maintain HR due diligence data packages, including workforce demographics, headcount and compensation summaries, benefits plan overviews, organizational charts, and HR policy inventories.
• Support the review and documentation of target company HR practices, employment agreements, labor relations, leave programs, and compliance posture, flagging potential risks for HR leadership review.
• Assist in organizing and managing HR-related materials within virtual data rooms, ensuring documentation is accurate, complete, and appropriately structured for deal team access.
• Help prepare HR due diligence findings, gap analyses, and risk summaries for presentation to senior HR leaders and deal teams.
• Support HR's participation in preliminary assessments of potential acquisition targets by helping gather publicly available workforce information and assisting with organizational profile summaries.
• Assist in the development and maintenance of HR due diligence checklists, templates, and standard data request packages to ensure consistency across transactions.

Day 1 & HR Transition Readiness

Supports HR's preparation for a smooth and compliant transition at deal close, ensuring employees of the acquired organization experience a professional and well-coordinated onboarding into the company.

• Assist in developing and tracking HR Day 1 readiness plans, including employee communications, offer letter or transfer letter preparation, benefits enrollment coordination, and HRIS onboarding activities.
• Help coordinate the transition of acquired employees into company HR systems, payroll, and benefits programs, working closely with HR Operations, Payroll, and Benefits teams.
• Support the preparation of HR-related employee-facing communications for deal announcement and close, ensuring messaging is timely, accurate, and aligned with the overall communications plan.
• Assist in tracking and resolving HR-related transition issues and employee inquiries during the pre- and post-close period, escalating complex matters to HR leadership as appropriate.
• Help coordinate new employee orientation and onboarding activities for acquired employee populations in partnership with HR Business Partners, HR Operations and Talent Management.

HR Integration Planning & Execution

Provides ongoing project management support to HR integration workstreams following deal close, helping the HR team deliver against integration objectives in an organized and timely manner.

• Support the development and maintenance of HR integration project plans, tracking workstream milestones, deliverables, owners, and timelines across key HR functional areas including HR Operations, Payroll, Benefits, Talent Acquisition, and HR Business Partners.
• Assist in facilitating HR integration workstream meetings, including preparing agendas, capturing action items, and following up on open items with HR team members.
• Help prepare HR integration status updates and progress reports for inclusion in broader Integration Management Office (IMO) governance reporting and executive communications.
• Monitor HR integration activities against defined timelines and escalate risks, delays, or resource constraints to HR leadership promptly.
• Assist in tracking HR-related integration milestones such as benefits harmonization, policy alignment, job architecture mapping, compensation review, and HRIS consolidation.
• Support HR's participation in cross-functional integration workstreams and IMO meetings, helping to ensure HR deliverables and dependencies are clearly represented.

Workforce & Organizational Transition Support

Assists HR Business Partners and HR leadership in managing people-related activities that arise from organizational changes associated with M&A transactions.

• Support the coordination of workforce restructuring activities associated with integrations, including tracking role mapping, position eliminations, and employee transition timelines.
• Assist in preparing materials related to organizational design, spans and layers analysis, and headcount reconciliation between acquired and legacy organizations.
• Help coordinate activities related to retention programs, stay bonuses, and key talent identification efforts for acquired employee populations.
• Support HR compliance activities associated with M&A transactions, including WARN Act coordination, ERISA notifications, and applicable state and local employment law requirements, in partnership with Legal and HR leadership.
• Assist in coordinating labor relations activities where applicable, including union notification requirements and collective bargaining agreement review support.

Change Management & Employee Experience Support

• Assist in the coordination of HR change management activities designed to support acquired employees through the transition, including communication planning, manager toolkits, and FAQ development.
• Support the administration of employee engagement and cultural integration surveys, helping to compile results and prepare summary reports for HR leadership review.
• Help coordinate HR-related town halls, listening sessions, and employee Q&A forums in partnership with HR Business Partners and Communications teams.
• Assist in tracking cultural integration activities and employee sentiment indicators, flagging concerns to HR leadership for follow-up.

Process, Tools & Continuous Improvement

• Help develop, maintain, and continuously improve HR M&A playbooks, due diligence checklists, integration plan templates, and transition toolkits to build organizational capability and institutional knowledge.
• Support the use of project management and reporting tools (e.g., Smartsheet, Microsoft Project, Power BI) to maintain visibility into HR M&A pipeline activity and integration workstream progress.
• Assist in capturing and documenting lessons learned following each transaction to inform and improve future M&A processes across the HR function.
• Support the identification of opportunities to standardize, automate, or streamline HR M&A processes to improve speed and efficiency across transactions.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 8-10 years of project management experience, with exposure to HR.
• 5+ years of experience specifically supporting M&A, integrations, transformations, or other complex enterprise initiatives.
• Working knowledge of core HR functional areas including benefits, payroll, HRIS, talent acquisition, and HR compliance.
• Strong organizational and project coordination skills with the ability to manage multiple priorities and deadlines simultaneously.
• Excellent written and verbal communication skills, with experience preparing clear, professional materials for HR and business audiences.
• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint); familiarity with HRIS platforms (e.g., Workday).
• High degree of professionalism, discretion, and the ability to manage confidential employee and deal-related information with integrity.

Preferred

• PMP, CAPM, or equivalent project management certification.
• Familiarity with HR compliance requirements related to M&A transactions, including WARN Act, COBRA, ERISA, and applicable state regulations.
• Experience with project management tools such as Smartsheet or Microsoft Project.
• Experience with data visualization and reporting tools.
• Background in change management.
• Experience in a manufacturing, technology, or global enterprise environment.

Competencies

Description

HR Functional Knowledge

Understands core HR disciplines — including benefits, payroll, compliance, and talent — and applies that knowledge to M&A contexts.

Organization & Planning

Manages multiple HR workstreams, deadlines, and stakeholders with structure, accuracy, and follow-through.

Attention to Detail

Produces precise, well-organized HR documentation and tracks complex activities across fast-moving deal timelines.

Communication

Communicates clearly and professionally in writing and verbally; able to tailor HR messaging to employees, managers, and senior leaders.

Collaboration

Works cooperatively across HR, Legal, Finance, IT, and business teams to support shared integration goals.

Discretion & Integrity

Handles highly sensitive employee data and confidential deal information with professionalism and sound judgment.

Adaptability

Remains flexible and effective as deal structures, timelines, and HR priorities shift throughout the M&A lifecycle.

Employee-Centric Mindset

Keeps the employee experience at the center of integration planning and execution, supporting a people-first approach to M&A. #LI-EC1 #CORP

TTM offers a variety of health and well-being benefit programs. Benefit options include medical, dental, vision, 401K, Flexible Spending Account, Health Savings Account, accident benefits, life insurance, disability benefits, paid vacation & holidays. Benefits are available 1st of the month following date of hire.

Compensation for roles at TTM Technologies varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience. As required by local law, TTM provides a reasonable range of compensation for roles that may be hired in New York, California and Colorado. For California-based roles, compensation ranges are based upon specific physical locations.

Export Statement:
Must comply with TTM Export Control Policies and Procedures and all applicable laws including ITAR, EAR and OFAC including but not limited to: a) being able to identify ITAR product on the manufacturing floor and understand that access to these products and related technical data is restricted to only US Citizens and US Permanent Residents; b) recognition of  Foreign Person visitors by badge differentiation; c) understand and follow authorization procedures for bringing foreign visitors into facilities (VAL); d) understand the Export and ITAR requirements for shipments leaving the US; e) manage vendor approvals for ITAR manufacturing and services.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.