Director People M&A and People Solutions

Procore is looking for a Director People M&A and People Solutions to own one of our most complex and high-stakes mandates: driving the human capital strategy for Procore's mergers and acquisitions activity while also leading our People Solutions team. We need someone who can move from boardroom to deal room to integration plan without skipping a beat.

Reporting to the VP of People Partners & Insights, you will be Procore's primary HR voice in every deal, engaging with Corporate Development early in the deal cycle, leading people-side due diligence, and owning integration well beyond Day 1. At the same time, you will lead a small but high-impact team tackling the most critical cross-functional People priorities — from AI strategy to culture transformation to enterprise-level people initiatives.

This role is fluid by design, spanning strategy and execution. When deals are active, M&A is your primary focus. When deal activity is lighter, you operate as a full contributing member of the People Solutions team — owning and executing strategic initiatives alongside your team.

If you thrive in ambiguity, move fast with precision, and genuinely love the complexity of organizational change, this role was designed for you.

This position will report to the VP, People Partners & Insights and can be based in Austin, TX. We're looking for candidates to join us immediately.

What You'll Do

People M&A Leadership

• Serve as the primary HR partner to Corporate Development, engaging early in the deal cycle - before LOI - to shape people strategy and influence deal structure

• Lead all aspects of HR due diligence: workforce analysis, compensation and benefits assessment, cultural compatibility evaluation, labor and employment risk identification, and leadership/talent mapping in partnership with Legal, Total Rewards, People Partners, and People Services; serve as the connective tissue across workstreams

• Develop and own the People integration playbook; build a scalable, repeatable framework that eliminates single points of failure and enables cross-training within the team

• Design and execute integration plans that extend well beyond Day 1 — addressing cultural cohesion, key talent retention, org design, and the realization of human capital deal value through the first year and beyond

• Manage the complexity of global deals, including alignment on multi-jurisdiction employment law, international compensation harmonization, and cross-cultural workforce integration.

• Define and track meaningful success metrics: retention of key talent, engagement at 90/180-day surveys, time-to-integration milestones, and deal value realization tied to human capital

• Build and maintain an M&A readiness posture -  tools, templates, and trained team members -  so Procore can move quickly when a deal emerges

People Solutions — Leadership and Active Contribution

• Lead and develop the People Solutions team (currently 2 Sr. ICs), serving as a player-coach who models the strategic and executional standard the team is hired to deliver

• When M&A activity is lighter, step fully into the work as a contributing team member — owning initiatives end-to-end.

• Partner with the HR Leadership team to identify and prioritize the highest-leverage initiatives each planning cycle - those that are highly cross-functional, strategically critical, and lack clear ownership elsewhere

• Provide strategic input and execution support on initiatives such as: People AI strategy and enterprise workforce planning

• Contribute to the 2027+ vision of a full people solutions model — building the internal skills, playbooks, and organizational muscle that reduce the team's execution dependency over time
   

What We're Looking For

• 10+ years of progressive HR experience, with at least 4 years of direct, hands-on HR M&A experience (due diligence, integration, and post-close) — not just advisory exposure

• Demonstrated experience leading people-side integration on global transactions, including multi-jurisdiction complexity (experience in EMEA and APAC strongly preferred)

• Proven ability to operate independently on a deal — driving decisions and workstreams without a dedicated execution team underneath you

• Experience in mid-market or high-growth technology companies; comfort operating in an environment where process is being built in real time

• Track record of building scalable HR M&A frameworks — playbooks, toolkits, and repeatable processes — from scratch or significantly improving existing ones

• Strong partnership with Corporate Development or deal-side finance functions; experience influencing deal structure and terms based on people-side risk findings

• Experience leading or developing high-performing teams preferred; ability to develop, and retain strong senior talent.

Skills and Capabilities

• Strategic Thinking: Synthesizes complex people, organizational, and deal data into clear recommendations. Connects dots across workstreams, anticipates second-order effects, and forms a coherent plan quickly. 

• Execution Without Ego: Equally comfortable building the strategy and executing the work. Does not wait for delegation — identifies what needs to happen and makes it happen.

• Cross-Functional Influence: Builds trust across Legal, Finance, Corp Dev, People Partners, and senior leadership. Knows how to align stakeholders who have competing priorities and timelines. 

• Cultural Intelligence: Deep instinct for organizational culture - both diagnosing it and shaping it. Understands that cultural integration is where deals succeed or fail.

• Global Fluency: Comfortable navigating international employment law, global compensation structures, and cross-cultural workforce dynamics without requiring specialist support for every question. 

• Communication: Exceptional written and verbal communication. Can present at the executive and board level; can also write a clear project brief or integration update for the full team. Communication:

• Resilience and Adaptability: Operates well in ambiguity and under deal-cycle time pressure. Adjusts course quickly when circumstances change without losing sight of outcomes. 
   

What Success Looks Like

In your first 90 days, you have a clear handle on Procore's M&A history, current deal pipeline context, and the People Solutions team's active initiatives. You've built trust with Corporate Development and PPLT, and you're contributing meaningfully to any active deal activity.

By end of year, you have established a People M&A playbook that eliminates single points of failure, cross-trained at least one team member, and measurably extended Procore's integration window beyond Day 1 close. The People Solutions team is operating with focus and clarity, delivering on 2-3 high-priority strategic initiatives with clear outcomes.

Over time, you've elevated the People org's role in the deal cycle from transactional execution to a genuine source of strategic value — influencing decisions earlier, retaining key talent at target companies, and helping Procore realize the human capital value embedded in every deal.
 

About the People Solutions Team

The People Solutions team operates as an internal accelerator for the People org — tackling the highest-complexity, most cross-functional strategic priorities that don't fit neatly within a single COE. The team is modeled on a hybrid approach: equal parts strategic consultation and enterprise execution.

Current and upcoming focus areas include Procore's People AI strategy (rationalization of tools, implementation of AI-powered products, and a people-centered change management approach), embedding our culture narrative across People programs, and improving the experience and path to productivity for new hires. The team also provides just-in-time support for enterprise priorities that emerge in-year, including M&A.

This team does not support run-the-business work or general project management within COEs. The work is by definition strategic, high-stakes, and cross-functional.

Base Pay Range:

This role may also be eligible for Equity Compensation and/or Bonus Incentive Compensation. Procore is committed to offering competitive, fair, and commensurate compensation. Actual compensation will be based on a candidate’s job-related skills, experience, education or training, and location.

Procore will consider for employment all qualified applicants, including those with arrest or conviction records, in accordance with the requirements of applicable federal, state, and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the California Fair Chance Act.

A criminal history may have a direct, adverse, and negative relationship on the following job duties, potentially resulting in the withdrawal of the conditional offer of employment: 1. appropriately managing, accessing, and handling confidential information including proprietary and trade secret information, as well as accessing Procore's information technology systems and platforms; 2. interacting with and occasionally having unsupervised contact with internal/external customers, stakeholders, and/or colleagues; and 3. exercising sound judgment.