Project Manager, People Mergers & Acquisitions (M&A)

September 22, 2026

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About the position

We’re looking for a collaborative, action-oriented Project Manager to join the Total Rewards Strategy and Enablement team. In this role, you’ll lead business-critical People projects, with a primary focus on mergers and acquisitions (M&A). Bringing an acquired business into Stripe requires coordinated work across Total Rewards, People Partners, Recruiting, People Operations, Legal, Finance, and Corporate Development. You’ll project manage the People workstream from diligence and integration planning through close and post-close execution. You’ll turn deal-specific decisions into clear plans, ownership, milestones, and risk-management approaches. You’ll coordinate functional owners across People workstreams, establish plans and dependencies, and step into the work when needed to unblock progress or close critical gaps. Your work will support transaction timelines, reduce business disruption, and create a consistent experience for acquired Stripes. You’ll build People M&A’s capabilities through repeatable playbooks, infrastructure, and cross-training. This individual contributor role is well suited to someone who can bring structure to ambiguity and move between strategy and execution.

Responsibilities

Project manage People M&A workstreams from diligence and planning through close and post-close execution. Workstreams may include organizational alignment, employee data, onboarding, recruiting, and people program integration.
Serve as a central coordination point across Total Rewards, People Partners, People Operations, People Systems, Recruiting, People Support, Corporate Development, Legal, Finance, and Corporate Technology.
Align plans, dependencies, decisions, and accountability with transaction timelines.
Develop and run integration and change-management plans that give functional leads, acquired Stripes, and other affected audiences the information and support they need at each stage of a transaction.
Identify cross-functional dependencies, risks, and blockers early. Coordinate resolution and escalate issues when needed to protect integration timelines and the Stripe experience.
Establish feedback and support mechanisms for acquired Stripes, including surveys, office hours, and centralized support channels. Use feedback to improve integration plans and change-management approaches.
Build and improve People M&A’s infrastructure, including project plans, templates, checklists, playbooks, reporting, and retrospective documentation.
Build capability across People workstreams through documentation, cross-training, and shared practices that support more consistent future integrations.
Support other business-critical and transformational projects across Total Rewards and the People team as needed.

Requirements

7+ years of project or program management experience at a global company, including 2+ years project managing workstreams within the M&A lifecycle, including diligence, integration planning, close readiness, and post-close integration.
Experience leading complex, cross-functional programs from planning through execution and building repeatable program infrastructure, such as integration playbooks, project-plan templates, readiness checklists, risk logs, or retrospective processes.
A track record of turning ambiguous problems into structured, repeatable programs. Comfortable building new programs in a scaling environment while improving and standardizing how work gets done.
Excellent written and verbal communication skills. Ability to write a one-page executive update, a decision memo tailored to stakeholders, and a step-by-step operator playbook with equal fluency. Ability to guide project teams through complex work in a direct, approachable, and inclusive way.
Ability to manage senior cross-functional stakeholders across Total Rewards, People Partners, People Systems, Recruiting, Corporate Development, Legal, and Finance. Knowing when to build alignment, raise a risk, and escalate.
Comfortable working with data and systems such as Workday and Greenhouse. Using data to clarify decisions, communicate recommendations, and define requirements with People Systems partners.
Focus on the experience of acquired Stripes and the teams operating the program, not only on program artifacts.
Ability to manage competing priorities and adapt in a fast-paced environment. Ability to work effectively independently and across teams, bring structure to complexity, and follow through on the details that make a program successful.

Nice-to-haves

Experience with change management frameworks, such as the Prosci ADKAR Model, and applying them to employee or operational change.
Project or program management certification or training, such as Project Management Professional (PMP), Lean, Six Sigma, or a comparable methodology

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