Senior Director, People M&A - People M&A

Senior Director,PeopleM&A

Equinix is the world’s digital infrastructure company®,shortening the path to connectivity to enable the innovations that enrich our work,lifeand planet. 

A place where bold ideas are welcomed, human connection is valued, and everyonehas the opportunity toshape their future.

A career at Equinix means being at thecentreof shaping what comes next and amplifying customer value through innovation and impact. You’llwork across teams, influence key decisions, and help shape the path forward.You’llfind belonging, purpose, and a team that welcomes you—because when you feel valued,you’reempowered to do your best work.

Role Description

ThePeopleM&A Leader willoverseeand lead the People functions Merger & Acquisition+ Emerging Marketteam and is the strategic partner to the business and deal teams by shaping M&A and divestiture strategies through a people and culture lens. The M&A HR Leader ensures that workforce insights influence deal decisions, drives value realization beyond financials, and safeguards business continuity, culture, leadership, and talent outcomes.

This leader will ensure seamlessstrategy and executionacross the full deal lifecycle – from due diligence to integration or separation to stabilising post-event – while safeguarding employee experience, mitigating risks, and ensuring compliance. They will manage a dedicatedPeopleM&A delivery team, scaling resources up or down based on deal flow andpriorities, andwill partner closely withallPeople teams and business leaders to align people-related integration plans with organizational goals.

Key Responsibilities:

Influence Transaction Strategy

• Influence deal structure discussions (e.g. asset vs. share deal, TSA complexity, leadership retention).

• Drive early people relat4ed due diligence findings allow to influence the Corp Dev strategy/bid price to get the best ROI and value to Equinix

• Advise on leadership operating model post-close.

• Assess talent flight risk, leader disengagement,unionor regulatory pressure – before deal signing

• Translate workforce implications into clear business trade-offs: Speed vs. adoption, clean exit vs. local relationship impact, cost vs. reputation

Strategy Development & Execution

• Define the overall strategy, approach, and standards for HR M&A activities, ensuring alignment with organizational goals (from due diligence to integration).

• Lead the end-to-end HR strategy and execution for all M&A transactions, including feasibility assessments, due diligence, deal execution, and post-close integration.

• Define strategies forestablishingoperations in emerging markets and facilitate their integration into the global HR framework.

Team Resourcing

• Oversee a flexible team of M&A specialists and contributors, scaling capacity up or down in alignment with deal priorities and timelines.

• Set performance expectations, track KPI’s, foster a culture of accountability and continuous improvement, and ensure high-quality, on-time delivery of services accurately and withhigh levelsof employee satisfaction.

• Be fully accountable for the operational execution of all programs in scope.

• When not engaged in active transactions, redeploy resources to high-priority HR initiatives within People Experience.

• Ensuring adequate HR resourcing pre- and post-transition; including country specific culture and legal/regulatory/statutory requirementexpertise.

Program Management Oversight & Execution (Integration/Separation)

• Will drive regional program management for the region theyresidein andoversee execution of other regions delivered via regional M&A team members.

• Partner with COEs (e.g. Total Rewards, Talent Acquisition, HR Technology) to ensureall HR workstreams have a detailed project plan and it is integrated into the broader enterprise integration plan.

• Manage M&A risk assessments and develop mitigation strategies from an HR lens.

Stakeholder Management

• Partner with business, Corp Dev, Finance, Legal, and TPT CoEs to ensure people-related risks and costs are factored into deal negotiations and valuations.

Escalation Management & Brand Protection

• Serve as the primary escalation point for HR-relatedissuesduring transaction execution andrepresentsthe people function at the enterprise M&A working group.

• Ensures M&A decisions reflect the needs of employees and protect the employer brand.

Emerging Market Operations

• Transition new markets to global Operating Model.

• Manage delivery of services to Emerging Markets until stabilized – ensuring global standards tailored to market as needed.

• A significant number of years of proven experience in HR Leadership roles managing large-scale M&A, divestitures, & integration transactions

• Strong understanding of end-to-end HR practices, including compensation, benefits, talent management, and HR data & technology.

• Familiaritywith legal, financial, and operation aspects of M&A from a people perspective

• Track recordof successfully leading cross-functional, multi-geography integration teams

Skills and Attributes

• Leadership Skills

• The ability to inspire, empower, motivate, and guide a diverse team.

• Fosters a collaborative, continuous improvement and high-performance culture that is continuously building capability.

• Ability to hold teams accountable for results, while balancing efficiency and empathy.

• Agility

• Ability to see the big picture while navigating complex, fast-changing deal environments.

• Thrives under pressureand in high-stakes, time-sensitive situations.

• Disciplined approach to planning, governance, and delivery, ensuring deals close on time and integration goals are met.

• Project Management Skills

• The ability to manage multiple priorities, projects, and deadlines whilemaintaininga focus on quality and efficiency.

• Detail Oriented & Organized

• Highly organized, detail-oriented, and committed to operational excellence.

• Collaboration

• Influential collaborator and relationship builder who builds trust and works effectively across HR, other functions, and external stakeholders.

• Drivealignmentbetween HR and other functions on priorities.

• Cultural Awareness

• Ability to bridge cultures, engage leaders, and create a unified employee experience.

• Navigating Complexity

• Utilizes high discretion, professionalism, and has a strong ethical compass

• Commercial HR Acumen

• Understands deal economics and translates people dynamics into business impact.

Equinix is committed to ensuring that our employment process is open to all individuals, including those with a disability. If you are a qualified candidate and needassistanceor an accommodation, please let us know by completingthis form.

Equinix is an Equal Employment Opportunity and, in the U.S., an Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to unlawful consideration of race,colour, religion, creed, national or ethnic origin, ancestry, place of birth, citizenship, sex, pregnancy / childbirth or related medical conditions, sexual orientation, gender identity or expression, marital or domestic partnership status, age, veteran or military status, physical or mental disability, medical condition, genetic information, political / organizational affiliation, status as a victim or family member of a victim of crime or abuse, or any other status protected by applicable law.