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HR Manager - Acquisition and Integration

Cleveland, OH, USA Req #968
Monday, November 22, 2021
SCA Is Growing. Come Grow With Us!

Our dedicated industry experts have the experience and know-how to get the job done right. While our sole focus is sweeping, our difference is caring.

Company Overview: 
Sweeping Corporation of America (SCA) is the largest self-performing power sweeping services provider in the United States. With over 60 years of sweeping heritage and an emphasis on quality service and customer focus, we have quickly become the nation’s elite NAPSA-certified sweeping contractor. We provide our customers with a superior experience in sweeping services as well as an all-encompassing NPDES stormwater management plan with our sweeping and jet-vac solutions and best-in-class vehicles. Our reliable services are trusted by municipalities, State Departments of Transportation, construction contractors, and commercial, parking, and industrial properties from coast-to-coast.  We currently have over 50 strategic locations, more than 1,200 safety-focused team members, and a fleet of 1,600+ vehicles and are continuing to grow. Our expansive operating footprint, flexibility, and experience, as well as our focus on safety and innovation, positions SCA to be the premier choice for all your environmental services sweeping requirements. For more information, please visit: www.SweepingCorp.com.

The HR Manager - Acquisition and Integration is a  Full-time, Exempt position.


SUMMARY:  The HR Manager - Acquisition and Integration: Under the direction of and in coordination with the CHRO, M&A team and field leadership, lead due diligence activities related to HR topics, and develop, implement, communicate and execute acquisition integration strategies and processes to efficiently and effectively integrate new acquisitions into the core business in a timely and engaging manner.


ESSENTIAL JOB DUTIES AND RESPONSIBILITIES : Those duties necessary to meet the minimum requirements of the position. Other duties may be assigned:

· Develop new (and refine existing) due diligence checklists, questionnaires and other materials designed to evaluate target companies and identify potential areas of concern and items for further evaluation prior to close.

· Review and manage diligence activities in Midaxo, ensuring required HR forms/checklists are completed, seller items are timely reviewed, and diligence tasks are timely and properly managed within the system. Includes participating in all weekly M&A status calls and communicating regularly with M&A team on the status of HR activities.

· Work with the M&A team on strategies for ensuring adequate levels of information are provided in advance of close, and such materials are properly organized, reviewed and summarized into a transition plan in all areas of HR, including but not limited to benefit harmonization, compensation/fringe concerns, staffing/position transitions, vendor contact information (401k/benefits, etc.) for transition assistance post-close.

· Create and maintain a master Acquisition Log to track HR related diligence and integration activities, updating as each project progresses and communicating with applicable stakeholders at pre-determined timeframes; report weekly to CHRO on diligence and acquisition status and escalate and issues/concerns that need elevated resolution.

· Develop detailed integration maps for each target to include responsible owners for each area, timing, transition/meeting details for areas such as payroll, benefits, 401k, PTO, policy changes, etc.

· Establish and refine all policies and processes related to onboarding and integrating employees, for both stock and asset purchases, including such things as title harmonization, FLSA evaluation/cleanup, benefit harmonization and recommendations, new hire paperwork/I-9 completion, 401k and other similar plan transitions, employees on leave, retention of applicants in process, union/prevailing wage management, and other related items; includes coordinating with payroll, benefits and other HR staff as well as operations leadership to ensure expectations are set and detailed, repeatable processes can be executed.

· Develop and maintain an ‘overhead” tracking roster for all seller “admin” headcount, and work with M&A and operations/functional leadership to disposition all overhead positions (i.e., retain, short-term, not transitioning); based on each status, generate transition communications/offer letters/other to be used during integration transition meetings.

· Ensure all activities are completed in advance related to onboarding and transitioning employees into HRIS system, including but not limited to new site set up, tax code and other Ceridian set up; new timeclock ordering/shipping/setup, policy/onboarding protocols, roster set up for uploading; confirmation of all hiring data, and timekeeping transition planning to ensure first paychecks are properly and timely processed.

· In coordination with operations leadership and local HR team in respective regions(s), plan and execute employee transition meetings including timing and locations, pre-communications with seller, all employee communication materials including presentations, handouts, benefit/pay transition materials, FAQs, and other items as may be applicable based on specific transition needs. Includes traveling to sites as needed and being ‘boots on the ground’ during initial transition period to set up for and lead employee transition meetings and ensure post-meeting onboarding and questions are timely and thoroughly resolved.

· Act as ‘quarterback’ post-communication meeting to ensure all open items, outstanding activities and other details are followed up on and resolved in a timely and collaborative manner, and effectively communicated to all impacted parties. These activities and responsibilities will continue post-close until they are ultimately resolved.

· Develop post-integration training and “SCA Way” indoctrination materials, including but not limited to policy training, supervisor/leadership training & expectations, mechanics of getting things done at SCA (i.e., posting new jobs/recruiting, approving timekeeping, processing pay increases, reporting issues/concerns, coaching & disciplinary processes, etc.

· Other projects as needed in support of our business objectives.

QUALIFICATIONS: To perform this job successfully, the individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or experience required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

· Bachelor’s degree in Business or related field or equivalent preferred, which is typically obtained through 8 or more years of human resource management level experience.

· Minimum of 5-7 years of exempt level human resource experience required, including experience in a fast paced, growing field-based service organization with recent high volume M&A activities. Must have experience interacting with and supporting a field-based hourly workforce in both a regional and corporate level role.

· Ideal candidate is a bi-lingual English/Spanish speaker with demonstrated ability to effectively communicate with a diverse hourly workforce in English and Spanish as may be needed, as well as the ability to translate materials into Spanish on an as needed basis.

· Strong working knowledge of national labor laws, policy development, implementation and communication, and experience identifying and executing positive policies and programs designed to drive retention. Experience evaluating seller policies and processes to identify potential compliance concerns and make recommendations for remediation and training to resolve any conflicts.

· Demonstrated ability to be highly customer-service oriented, with the ability to professionally interact with all levels of individuals in a courteous and professional manner at all times. Must have strong stand-up presentation skills, and the ability to competently field questions and appropriately respond and follow up to questions and concerns from transitioning employees.

· Energetic and focused personality with a demonstrated ability to take initiative, successfully handle and prioritize multiple competing assignments and effectively manage deadlines.

· Professional, articulate, and able to use good independent judgment and discretion.

· Outstanding verbal and written communication skills required. Ability to create and collaborate with others on articulate, well thought out presentation and employee materials to effectively communicate transition details and changes in a reassuring, professional and positive manner.

· Position is performed in an office setting part of the time and requires heavy travel (between +50% intermittently) to visit seller and SCA sites, conduct training, and be onsite for follow up activities as may be necessary.

PHYSICAL/MENTAL REQUIREMENTS AND WORKING ENVIRONMENT:

· While performing the duties of this job, the employee is regularly required to use both hands, is constantly required to talk and hear (effectively communicate verbally in person and via regular telephone equipment in English), and must be able to read computer screens, and both read and create correspondence and presentation materials in English (and preferably also in Spanish).

· The employee must frequently sit at a desk or on an airplane, frequently stand and walk, occasionally stoop and/or bend, and frequently reach with both hands and arms.

· Must be able to commute to the FSO office location to perform the job duties on a consistent basis within the work hours required. Must also be able to travel using standard air carriers and processes on a frequent basis, including overnight travel, hotel stays and use of rideshare travel.

· The employee may occasionally lift and/or move up to 25 pounds. May be required to climb stairs on an intermittent basis (such as when visiting a site location).

· The ambient noise level is usually quiet, consisting of normal conversations, business machines (copiers, printers, etc.) and telephones, but occasionally may be above-normal for portions of the workday.

· The employee must be able to work a regular full-time schedule and must be able to work more than a standard 40 hour, Monday-Friday schedule as required by business needs (i.e., must have flexibility and willingness to work the amount of time required to meet expectations for the position, which may regularly be an additional 10+ hours per week, including evening and weekend hours on a frequent basis).

· The employee must be able to concentrate on details, work under deadline pressures, apply sound logic and judgment, and prioritize tasks and responsibilities. Must also be able to effectively handle high stress situations, and calmly respond to others during tense or difficult conversations.

· Must be able to focus and multi-task in a busy environment, with the ability to successfully handle stressful situations in a calm and professional manner.

· The employee must be able to maintain a professional image, including exhibiting good personal hygiene, neat and well-groomed appearance, and appropriate business attire.

· Must be able to abide by the Company’s zero-tolerance drug/alcohol policy, not be under the influence of drugs (prescription or illegal) or alcohol to any degree while working, and report prescription drug use if such has the possibility of affecting job performance in any manner.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. This is not intended to be an exhaustive list of all responsibilities, duties and skills required of personnel so classified. Other duties and responsibilities may be assigned, with or without notice.

Other details

  • Pay Type Salary
Location on Google Maps
  • Cleveland, OH, USA