M&A Integrations Sr Manager

Pay Range:

• $140000 - $160000 / year

Our Perks & Benefits:

• Comprehensive benefits package including medical, dental, vision, and life insurance
• Performance-based bonuses to reward your contributions*
• Paid time off to recharge and maintain a healthy work-life balance
• Flexible work options, including remote and hybrid opportunities, if eligible
• Retirement Plan (401k) with company-matched contributions
• Education Advancement, for employees and qualified dependents, via the Confie Enablement Scholarship Fund
• Fitness Reimbursement – up to $15/month for gym memberships
• Inclusive workplace through a strong commitment to Diversity, Equity, and Inclusion
• Employee Assistance Program – confidential support for personal or professional challenges, at no cost
• Extra Perks – optional plans for disability, hospital indemnity, health advocate program, universal life, critical illness, accident insurance, and even pet insurance

Purpose

Leads the planning and execution of post-acquisition integrations for Confie’s portfolio of insurance agencies and retail store networks. Owns the integration program from signing through close, Day 1, systems cutover, stabilization, and transition to brand leadership.

Coordinates HR, IT, Sales Operations, Finance, Legal, Carrier Management & Licensing, Real Estate, and Marketing workstreams to deliver a seamless experience for acquired employees and customers, protect revenue and retention, and achieve the objectives of each deal

Essential Duties & Responsibilities

Integration Strategy & Governance

• Translate the deal rationale and diligence findings into an integration strategy, cross-functional timeline, and milestone plan with clear owners, dependencies, and go-live dates.
• Stand up and run the integration working group for each deal: kickoff meeting, roles and responsibilities, contact roster with seller counterparts, weekly meeting cadence, and NDA and confidentiality protocols
• Build and maintain the integrated plan spanning pre-close, Day 1, the first 30/60/90/120 days, and longer-term integration; track risks, issues, assumptions, dependencies, and decisions
• Design phased rollouts (e.g., by state or store group) based on location count, headcount, licensing, and systems readiness; recommend sequencing when constraints arise
• Identify slippage early, assess downstream impact, establish recovery plans, and escalate with a clear recommendation

Pre-Close & Day 1 Readiness

• Partner with Deal and Diligence leads to carry diligence findings forward into integration requirements, costs, and Day 1 plans
• Validate close-critical and Day 1 readiness, including employee census and offer letters, store and employee setup in Confie systems, purchasing entity and brand alignment, new bank accounts, and carrier notifications
• Partner with Legal and Finance on purchase agreement requirements, closing conditions, and contract and lease reviews
• Define Transition Services Agreement (TSA) scope, service levels, duration, and cost with the seller; monitor TSA performance and drive a timely, orderly TSA exit

Cross-Functional Workstream Execution

• HR & Payroll: employee onboarding, payroll and timekeeping setup, I-9 completion, benefits enrollment, policies and handbook acknowledgment, and retention of key leaders and agents
• IT & Telecom: user provisioning, site surveys, network cutover, phone system and call-routing changes, data cut and migration from legacy agency management and rating systems, and document and image retention
• Sales Operations & Training: culture and policy training, leadership onboarding, agency management system and rater go-lives, sales process training, and QC and compensation-change readiness
• Carrier Management, Licensing & Compliance: carrier notifications and appointments, cross-brand appointments, agent and agency licensing, and DBA filings
• Finance, Accounting & Treasury: purchase accounting support, bank account setup, A/P discovery and transition, and revenue continuity
• Real Estate & Facilities: lease review, store keep/close decisions, signage, and rebranding
• Marketing & Digital: brand transition, press releases, and website and digital launch

Communications & Change Management

• Build and own the integration communication calendar with HR, Communications, Sales leadership, and the seller, covering leader announcements, announcement day, press releases, employee FAQs, onboarding communications, and milestone notices
• Support change management for acquired leaders and employees; partner with sales leadership to protect production, morale, and retention through each transition

Stabilization & Transition to the Business

• Lead hypercare after Day 1 and major cutovers; monitor key measures such as headcount retention, production and revenue, call handling, and support ticket volume
• Track one-time integration costs against budget and report on synergies and value realization
• Transition ownership to brand and functional leaders with clear accountabilities, open items, measures, and governance; lead retrospectives and capture lessons learned

Portfolio Management & Continuous Improvement

• Manage multiple integrations concurrently at different stages; maintain visibility to milestones, capacity, and cross-deal dependencies, and recommend resource allocation when conflicts arise
• Prepare concise, decision-oriented status reporting for executive sponsors and the ELT
• Maintain and improve Confie’s integration playbook and toolkit, including kickoff deck, working group roster, cross-functional timeline, communication calendar, Day 1 checklists, and TSA templates

Qualifications and Education Requirements

Bachelor’s degree in business, finance, operations, or a related field, or equivalent relevant experience

Minimum of 7 years of program or project management experience, including at least 3 years leading post-merger integrations

Proven track record leading cross-functional integrations end-to-end, rather than participating solely as a functional contributor

Hands-on experience with Day 1 planning, employee onboarding at scale, systems cutovers and data migrations, and TSA management

Strong program management discipline: integrated plans, critical path, risk and issue management, governance, and status reporting

Experience integrating multi-location or branch-based operations with distributed, front-line workforces

Strong change management and communications skills, with sensitivity to the employee experience during transition

Ability to align stakeholders, hold owners accountable, and drive outcomes without direct authority

Exceptional communication skills and executive presence; able to simplify complex issues and present clear trade-offs and recommendations

Ability to create structure in ambiguity and make progress with incomplete information

Advanced proficiency in Excel, PowerPoint, and project management tools (e.g., Smartsheet, MS Project)

Discretion and sound judgment when handling confidential transaction and employee information

Preferred Skills

Experience in insurance distribution, particularly personal lines P&C agencies, including carrier appointments, state licensing, and agency management and rating systems

Experience integrating retail store networks, call centers, or other multi-unit operations

Bilingual in English and Spanish

PMP, Prosci, or similar project or change management certification

Experience building integration playbooks, templates, and reusable tools

Prior M&A consulting experience or experience on a corporate development or integration management office team

Demonstrated success leading multiple active integrations concurrently

MBA or other relevant advanced degree

Other Duties

This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice

Notice

As permitted by applicable law and from time-to-time, Confie may use a computer system that has elements of artificial intelligence to help make decisions about your employment, including recruitment, hiring, renewal of employment, or the terms and conditions of your employment. Employees with questions about Confie’s use of these computer systems should contact Human Resources at talent@confie.com