Senior People Partner

About the role

You will own the end-to-end people workstream for every acquisition at MoonPay, acting as the primary People lead from initial due diligence through full integration. You will assess headcount, contracts, compensation, and benefits obligations while ensuring acquired teams are set up for success and MoonPay's employee experience remains consistent. You will navigate employment frameworks across the US, UK, EU, and beyond, managing TUPE and transfer-of-employment obligations within each jurisdiction. You will design and execute integration plans that embed new teams into the MoonPay culture and operating model rapidly and smoothly. You will partner directly with Legal, Finance, Strategy, and IT to align people risk with deal structure and timelines. You will serve as the expert on employee communications, redundancy, contract changes, and settlement negotiations tied to acquisitions. You will maintain scalable playbooks and frameworks that improve our integration capability as deal volume grows. You will provide generalist operational HR support across the full employee lifecycle where needed. You will thrive in fast-paced, ambiguous environments where no two deals look the same. You will use AI daily to handle manual work so you can focus on high-impact outcomes.

Key facts

What you'll do

Lead the People due diligence workstream for acquisitions, assessing headcount, employment contracts, compensation structures, benefits obligations, pending litigation, and people risk across target companies.

Manage TUPE and equivalent transfer-of-employment processes across multiple jurisdictions, ensuring full legal compliance and a positive experience for transferring employees.

Design and execute end-to-end integration plans for acquired teams, covering onboarding, policy harmonisation, benefits alignment, payroll transition, and cultural integration.

Partner closely with Legal, Finance, IT and the M&A team throughout the deal lifecycle - from initial stages through to post-close integration milestones - providing people insight that informs deal structure and timelines.

Own employee communications for acquisitions: draft communications, FAQs, and integration updates that are clear, empathetic, and on-brand.

Support compensation and benefits benchmarking for acquired entities, making recommendations on harmonisation and identifying cost or equity risk.

Assess organisational design and reporting structures post-acquisition; support leaders through restructuring, role duplication, and change management decisions.

Partner with Founders to ensure they and their teams are set up for success through integration and beyond.

Enhance and maintain scalable M&A People playbooks, checklists, and frameworks that improve our integration capability as deal volume grows.

Provide expert HR advisory support on employee relations matters arising from acquisitions, including redundancy processes, contract changes, and settlement negotiations.

Maintain a data-driven approach - tracking integration milestones, attrition risk, and engagement signals for acquired populations and reporting to leadership.

Support on generalist operational HR tasks across the full employee lifecycle, as needed.

Requirements

Significant experience in a People Partner, HR Business Partner, or People Operations role with direct, hands-on involvement in M&A transactions - including due diligence, TUPE, and post-close integration.

Knowledge of TUPE regulations and UK transfer of undertaking requirements, including practical experience managing transfer scenarios and employment contract terms.

Experience conducting people due diligence, including compensation and benefits analysis, headcount planning, and identification of employment risk across diverse regulatory environments.

Demonstrated ability to design and execute integration plans that balance speed, cultural fit, legal compliance, and employee experience.

Strong understanding of employment law and regulations across US, UK, and EU jurisdictions, including implications for payroll, benefits, and contractual terms during acquisitions.

Proven skill in managing sensitive employee communications and change management initiatives during complex M&A activity.

Experience partnering with Finance, Legal, and IT stakeholders to align HR considerations with deal timelines and integration milestones.

Comfort working in high-velocity, ambiguous environments where priorities shift and decisions must be made with incomplete information.

Ability to manage multiple concurrent workstreams, prioritise effectively, and maintain attention to detail across transactional and operational demands.

Strong written and verbal communication skills, with the ability to translate complex employment terms into clear, actionable guidance for non-HR stakeholders.

Practical notes

The role is based in New York and will also provide generalist operational HR support across the full employee lifecycle where needed.

You will thrive here if outcomes excite you more than process, if impact motivates you more than titles, and if you want hard problems, real ownership, and teammates who love winning, building, and doing it together.

The bar is high. The pace is real. We're building for what's next, for humans and agents.