The Company
Jabil (NYSE: JBL) is a trusted partner for the world's top brands, offering comprehensive engineering, supply chain, and manufacturing solutions. With 60 years of experience across industries and a network of over 100 sites worldwide, Jabil combines global reach with local expertise to deliver scalable and customized solutions.
The Opportunity
The HR Business Partner – M&A Integration serves as the primary HR partner to the acquired business and is responsible for executing and coordinating people-integration activities defined through the HR M&A integration plan. Working in close partnership with the HR M&A team, which provides overall integration project management, governance, milestones, and cross-functional coordination, this role translates integration requirements into practical actions for business leaders, local HR teams, and employees.
The HR Business Partner connects the HR M&A team, business leadership, acquired-company HR, and HR Centers of Excellence (COEs). The role coordinates implementation timing, prepares communications and leader materials, facilitates business decisions, and drives adoption of Jabil's HR processes, policies, programs, and systems. Success requires strong business acumen, broad HR expertise, disciplined execution, and the ability to influence stakeholders by clearly explaining recommendations, tradeoffs, risks, and financial implications.
Location
This role will be based on-site at Jabil's St. Petersburg, FL Corporate Headquarters with the ability to work remotely 1 day a week, if desired.
Key Responsibilities
Business Partnership & Integration Execution
•Serve as the day-to-day HR partner to business leaders and acquired-company HR, aligning integration activities with business priorities and workforce needs.
•Execute the HR M&A integration plan, coordinating business inputs, approvals, dependencies, and readiness; report progress and escalate risks to the HR M&A team.
•Advise leaders on people-related decisions, using workforce data to explain recommendations, risks, tradeoffs, and financial implications.
•Support future-state organizational design, staffing, role clarity, talent assessment, succession, and critical-talent retention.
Process, Policy & Program Implementation
•Equip leaders and acquired-company HR to understand HR BU/CoE functions, understand and administer Jabil policies and processes through training, guidance and implementation materials; monitor adoption and address gaps.
•Facilitate onboarding, the rollout of Jabil HR policies, compensation, benefits, job architecture, talent, performance, employee relations, and mobility programs with HR COEs; resolve local requirements and implementation gaps with the appropriate specialists.
•Support employee data collection, Workday and HR-system transitions.
Communications & Change Enablement
•Develop employee and leader communications, including announcements, talking points, FAQs, and transition updates; align messaging, timing, audiences, and delivery with key stakeholders.
•Prepare leaders and local HR to explain changes and answer questions about Jabil's culture, expectations, programs, and ways of working.
•Assess change readiness and employee feedback; coordinate responses to concerns that affect engagement, retention, or business continuity.
HR Partnership
•Coach leaders on performance, employee development, and team effectiveness; address employee relations matters with Employee Relations and Legal.
•Support ongoing performance reviews, merit planning, promotions, compensation decisions, and talent planning during and after integration.
Qualifications
•Bachelor's degree in Human Resources, Business Administration, or a related field.
•7+ years of progressive HR experience required, including HRBP or comparable HR generalist experience.
•M&A or integration experience required, including execution of complex HR transitions.
•Experience working in a global or matrixed organization preferred.
•Workday experience preferred.
Knowledge, Skills, Abilities
•Strong implementation and coordination skills across multiple stakeholders, priorities, dependencies, and deadlines.
•Ability to influence leaders and communicate recommendations, risks, tradeoffs, and financial implications.
•Broad knowledge of talent management, compensation, benefits, employee relations, HR systems, and compliance.
•Strong written and verbal communication skills, including preparation of leader and employee communications.
Work Environment
•Fast-paced, deal-driven environment with tight deadlines and shifting priorities.
•Ability to travel as needed based on transaction and integration requirements.
•High level of visibility and interaction with business, HR, and functional leadership.
