Director, People Integration & Enablement

About Amerit 

Amerit is scaling through mergers and acquisitions across North America and expects to grow from roughly 4,000 to 8,000 employees over the next four years. To support that growth, we are building a repeatable, employee-centered People integration capability that protects operational continuity, compliance, employee trust, and deal value. 

Position Summary 

The Director, People Integration & Enablement will lead Amerit's People workstream for acquisitions from early diligence through Day 1, post-close stabilization, and business-as-usual handoff. This role will build the integration playbook, lead cross-functional HR deal pods, identify human capital risks and opportunities, and ensure acquired employees and leaders experience a clear, compliant, and practical transition into Amerit. This is a strategic operator role for someone who can create structure in ambiguity, lead through influence, translate enterprise People processes into the realities of a field-based workforce, and make every integration faster and better than the last. 

Compensation: Competitive Salary Pay - Paid weekly, every Friday! $175,000 - $215,000 base salary depending on experience and location; this role is also bonus-eligible

The benefits of belonging – what’s in it for you? 

• Full benefits within 30 days
• Medical, dental, vision, prescription drug coverage, life insurance, disability insurance
• 401(k) match program
• Unlimited vacation, holidays, and sick time
• Commitment to your safety through boot and prescription safety glasses reimbursement
• Career and learning development with an extensive training program through our Amerit University
• Employee referral program, up to $500 bonus
• ASE certification program with fee reimbursement and bonus
• Employee recognition platform that includes opportunities to redeem points for merchandise
• Employee Assistance Program (EAP)
• 24/7 nurse triage line
• Employee discounts on cell phone service and entertainment tickets
• Employee resource groups (ERGs) that foster inclusion

What You'll Do 

1. Lead People integration and governance

• Serve as the primary People integration lead for assigned acquisitions, managing timelines, milestones, owners, risks, decisions, and executive updates. 

• Stand up and lead cross-functional integration pods across HRIS, Payroll, Benefits, Compliance, People Relations, L&D, People Operations, People Business Partners, Legal, Finance, IT, Safety, Operations, and acquired-company leaders. 

• Define the governance model, meeting cadence, escalation path, deal-tiering approach, decision rights, and post-integration lessons-learned process. 

2. Own HR diligence and human capital risk assessment

• Lead HR diligence, including data requests, workforce analysis, organizational structure, compensation, benefits, payroll, timekeeping, HR systems, policies, employee relations matters, leaves, contracts, and employment compliance. 

• Partner with Legal, Finance, Payroll, Benefits, Compliance, Operations, and Corporate Development to identify workforce liabilities, cultural risks, transition complexity, retention needs, and mitigation plans. 

• Translate diligence findings into clear recommendations, integration assumptions, required decisions, and Day 1 readiness requirements. 

3. Drive Day 1 readiness and employee experience

• Own the People Day 1 readiness plan so acquired employees know what is changing, what is not changing, what actions they need to take, and where to get help. 

• Coordinate readiness across payroll, HRIS, benefits, onboarding, employee support, policy communication, manager enablement, compliance requirements, and system access. 

• Create employee FAQs, manager talking points, transition guides, issue-routing processes, office hours, pulse checks, and feedback loops to monitor and improve the employee experience. 

4. Enable operations, talent, and culture integration

• Partner with Operations and PBPs to translate People processes into practical field execution for technicians, supervisors, dispatchers, managers, and site leaders. 

• Support talent mapping, org design, reporting-line transitions, leadership alignment, culture assessment, critical-role identification, and retention planning. 

• Activate field integration champions and partner with Learning & Development on manager enablement, culture onboarding, and change adoption. 

5. Build a scalable People integration engine

• Create and maintain reusable tools, including HR diligence checklists, integration project plans, Day 1 readiness trackers, payroll/benefits/HRIS trackers, compliance risk logs, talent dashboards, manager guides, employee communications, and retrospective templates. 

• Continuously improve the playbook after each deal so integrations become less dependent on ad hoc effort and more consistent, efficient, and measurable. 

What Success Looks Like 

• Every acquisition has a documented People integration plan, risk log, owner map, and executive-ready status update. 

• HR diligence is completed for applicable acquisitions and key workforce, compliance, payroll, benefits, talent, and culture risks are surfaced early. 

• Day 1 milestones are completed on time, with minimal first-paycheck, benefits, system-access, or employee-support issues. 

• Critical talent and leadership risks are tracked, field leaders feel equipped to support acquired employees, and employee questions are resolved within agreed service expectations. 

• Lessons learned are captured after each integration and used to improve tools, timelines, governance, and employee experience. 

What You'll Bring 

Key Competencies 

• Integration leadership: turns complex acquisitions into clear plans with owners, dates, risks, decisions, and milestones. 

• Operational credibility: understands that HR processes must work for field managers, technicians, supervisors, dispatchers, and frontline employees. 

• Cross-functional influence: aligns HR, Legal, Finance, IT, Safety, Operations, and acquired-company leaders around a shared plan. 

• Systems thinking: connects payroll, HRIS, benefits, compliance, talent, communications, manager enablement, and employee experience. 

• Employee-centered change: balances speed with clarity, empathy, trust, and business continuity. 

Why This Role Matters 

Amerit's growth strategy depends on integrating acquired companies successfully. This role will build the structure, discipline, and repeatability needed to scale through M&A while supporting employees, leaders, customers, and operations through change. 

Compensation and EEO 

Amerit offers a competitive compensation and benefits package. Final compensation will be based on relevant experience, skills, internal equity, geographic location, and market data. Amerit is an Equal Opportunity Employer and makes employment decisions based on qualifications, merit, and business need. 

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