Job description

We are the global test and automation specialists, powering next-generation technologies through sophisticated solutions. Behind every electronic device you use, Teradyne's test technology ensures your device works right the first time, every time! Our portfolio of automation solutions help manufacturers to develop and deliver products quickly, efficiently and cost-effectively. Together, Teradyne companies deliver manufacturing automation across industries and applications around the world! We attract, develop, and retain a high-performance workforce, comprised of people with diverse backgrounds and a shared drive for excellence. We strive to foster a positive and inclusive work environment that helps employees, and communities, thrive. Our Purpose TERADYNE, where experience meets innovation and drives excellence in every connection. We are fueled by creativity and diversity of thought across our workforce. Our employees are supported to innovate and learn something new every day. We cultivate a culture of inclusion for all employees that respects their individual strengths, views, and experiences. We believe our differences enable us to be a better team—one that makes better decisions, drives innovation, and delivers better business results. Opportunity Overview As Teradyne continues to pursue acquisitions, investments, and strategic transactions to extend its technology and market reach, we are seeking a Strategic HR Business Partner, M&A to serve as the dedicated HR lead for all M&A activity. This role is the single point of accountability for the people dimension of every deal, from early-stage due diligence through close and integration. It reports to the Senior HR Business Partner for Test & Corporate Groups and partners closely with the dedicated M&A leads in Legal and Finance, Corporate Development, and the HR Centers of Excellence. You will bring a rigorous, repeatable approach to identifying people risks and value drivers before a deal is signed, and you will lead the HR integration plan that makes the combined organization work on Day 1 and beyond. You will operate in a confidential, fast-moving, and highly matrixed global environment, advising senior and executive leaders and influencing without authority. Key Responsibilities Due Diligence • Lead the HR workstream for all target evaluations, including organization structure, leadership and key-talent assessment, compensation and equity, benefits and pension obligations, employment agreements, labor relations and works councils, immigration, and workforce compliance. • Identify, quantify, and communicate people-related risks, liabilities, and cost synergies, and translate findings into clear recommendations for deal teams and executive leadership. • Assess cultural compatibility and retention risk, and recommend retention, incentive, and key-talent strategies to protect deal value. • Partner with Legal, Finance, Tax, and Corporate Development on deal structuring, purchase agreement people provisions, and valuation inputs; coordinate external advisors and local counsel as needed. • Maintain strict confidentiality and manage deal-team access to sensitive employee information in compliance with applicable data privacy and securities regulations. Integration • Develop and execute the HR integration plan, including Day 1 readiness and the 100-day plan, aligned with the cross-functional integration program. • Lead organization design, role mapping, leveling, and workforce decisions, including redeployment and, where required, restructuring in compliance with local law and consultation requirements. • Harmonize compensation, benefits, equity, policies, and HR systems and processes (HRIS, payroll, onboarding) in partnership with the Centers of Excellence and regional HR teams. • Design and deliver employee communications and change management plans, and coach leaders of the acquired business through transition. • Serve as the primary HR contact for the acquired business after close, track retention, engagement, and integration milestones, and report progress and synergy realization to leadership. Playbook, Process, and Governance • Build and continually improve Teradyne’s M&A HR playbook, due diligence checklists, integration templates, and scorecards so each transaction is faster and more consistent than the last. • Capture lessons learned after each deal and apply AI-enabled tools and analytics to workforce assessment, deal comparison, and reporting. • Act as the HR representative on M&A governance forums and provide visibility into pipeline, resourcing, and readiness. • Partner with the HR Business Partners supporting the acquiring business unit, who retain ongoing business partnership once integration is complete. All About You We seek individuals who share our passion and determination. Our commitment to customer success drives us to go the extra mile. If you’re ready to join us in this mission, take a closer look at the minimum criteria for the position. • Bachelor’s degree required; an advanced degree in Human Resources, Business, or Law is preferred. • 10+ years of progressive HR experience, including direct, hands-on involvement in multiple M&A transactions from due diligence through post-merger integration, ideally within a technology or semiconductor company. • Working knowledge of employment law, compensation and equity structures, benefits, labor relations, and cross-border transactions across multiple jurisdictions. • Strong business and financial acumen, with the ability to connect people considerations to deal value and synergy models. • Proven project-management skills and the ability to manage multiple concurrent workstreams under tight timelines in a confidential, fast-moving, highly matrixed global environment. • Excellent judgment, discretion, communication, negotiation, and stakeholder-management skills, with the ability to advise and influence senior executives and cross-functional teams without authority. • Strong analytical skills and the ability to synthesize quantitative data and qualitative input into clear, actionable recommendations. • Experience with AI-enabled tools and analytics to improve efficiency and decision-making is strongly preferred. • Ability to travel domestically and internationally as needed. This role offers a rare opportunity to shape how Teradyne evaluates and integrates the people behind its acquisitions, working with senior leaders across Legal, Finance, Corporate Development, and the business to turn each transaction into lasting value. We are only considering candidates local to position location and are unable to provide relocation for this position. This position is not eligible for visa sponsorship. Compensation: The base salary range for this role is $150,100-$240,200. This range is a good faith estimate, and the amount of base salary will correspond with experience and skill set. This range can also fluctuate depending on demand and location. Incentive Plan: This job is eligible for discretionary bonus(es) based on financial performance. Benefits: Teradyne offers a variety of robust health and well-being benefit programs, including medical, dental, vision, Flexible Spending Accounts, retirement savings plans, life and disability insurance, paid vacation & holidays, tuition assistance programs, and more. Please click here to see details. #LI-MK1

Requirements

Must-haves

Opportunity Overview
Due Diligence
Identify, quantify, and communicate people-related risks, liabilities, and cost synergies, and translate findings into clear recommendations for deal teams and executive leadership.
Assess cultural compatibility and retention risk, and recommend retention, incentive, and key-talent strategies to protect deal value.
Partner with Legal, Finance, Tax, and Corporate Development on deal structuring, purchase agreement people provisions, and valuation inputs; coordinate external advisors and local counsel as needed.
Maintain strict confidentiality and manage deal-team access to sensitive employee information in compliance with applicable data privacy and securities regulations.
Develop and execute the HR integration plan, including Day 1 readiness and the 100-day plan, aligned with the cross-functional integration program.
Lead organization design, role mapping, leveling, and workforce decisions, including redeployment and, where required, restructuring in compliance with local law and consultation requirements.
Harmonize compensation, benefits, equity, policies, and HR systems and processes (HRIS, payroll, onboarding) in partnership with the Centers of Excellence and regional HR teams.
Design and deliver employee communications and change management plans, and coach leaders of the acquired business through transition.
Serve as the primary HR contact for the acquired business after close, track retention, engagement, and integration milestones, and report progress and synergy realization to leadership.
Playbook, Process, and Governance
Build and continually improve Teradyne’s M&A HR playbook, due diligence checklists, integration templates, and scorecards so each transaction is faster and more consistent than the last.
Capture lessons learned after each deal and apply AI-enabled tools and analytics to workforce assessment, deal comparison, and reporting.
Act as the HR representative on M&A governance forums and provide visibility into pipeline, resourcing, and readiness.
Partner with the HR Business Partners supporting the acquiring business unit, who retain ongoing business partnership once integration is complete.
All About You
10+ years of progressive HR experience, including direct, hands-on involvement in multiple M&A transactions from due diligence through post-merger integration, ideally within a technology or semiconductor company.
Working knowledge of employment law, compensation and equity structures, benefits, labor relations, and cross-border transactions across multiple jurisdictions.
Strong business and financial acumen, with the ability to connect people considerations to deal value and synergy models.
Proven project-management skills and the ability to manage multiple concurrent workstreams under tight timelines in a confidential, fast-moving, highly matrixed global environment.
Excellent judgment, discretion, communication, negotiation, and stakeholder-management skills, with the ability to advise and influence senior executives and cross-functional teams without authority.

Nice-to-haves

Bachelor’s degree required; an advanced degree in Human Resources, Business, or Law is preferred.
Experience with AI-enabled tools and analytics to improve efficiency and decision-making is strongly preferred.

Application prep

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Keywords to mirror

aigo

Platform: successfactors
Effort: medium

Benefits

Benefits detected in the listing.

Dental

Vision