Senior People Partner (Acquisitions)

Job description

## About MoonPay MoonPay is for builders with something to prove. This isn't a "work on cool crypto stuff" company. It's a high-standards, high-velocity, high-accountability company building the operating system for value movement. If the internet moves information, we move value: crypto, stablecoins, tokenized assets, and whatever comes next. Four offerings make that real: fund, tokenize, trade, and spend. 30M+ customers and 500+ ecosystem partners run on us. Licensed in the U.S. Regulated across the UK, EU, Canada, and Australia. AI is the default operating mode here. It's woven into every role, and we expect you to use it daily. It handles the manual work so you can deliver on what actually matters. You'll 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. **Recent recognition:** [Forbes' America's Best Startup Employers 2026 .](https://www.forbes.com/lists/americas-best-startup-employers/) 2nd in Crypto Services on [Fortune's inaugural Crypto 100](https://fortune.com/ranking/crypto/) [The Sunday Times Best Places to Work](https://www.thetimes.com/best-places-to-work/medium-companies/article/best-medium-companies-2026-hg8f06jrv) two years running **Research has shown that women are less likely than men to apply for this role if they do not have experience in 100% of these areas. Please know that this list is indicative, and that we would still love to hear from you even if you feel that you are only a 75% match. Skills can be learned, diversity cannot.** | | | --- | | **1. About the Opportunity ✍️** We're looking for a Senior People Partner specializing in Acquisitions to own the people workstream across every deal we do. From initial due diligence through to full integration, you'll be the go-to expert ensuring acquired teams are set up for success and that MoonPay's employee experience is maintained throughout. This is a high-impact, high-visibility role that sits at the intersection of People, Legal, Finance, and Strategy. You will manage TUPE and transfer of employment obligations, lead headcount and organisational analysis during deal assessment, and design and execute integration plans that bring new teams into the MoonPay culture and operating model quickly and smoothly. You'll work across multiple jurisdictions — US, UK, EU and beyond — navigating different employment frameworks, regulatory requirements, and cultural contexts. The successful candidate brings deep hands-on experience in M&A people workstreams and thrives in fast-paced, ambiguous environments where no two deals look the same. This role is based in New York and will also provide generalist operational HR support across the full employee lifecycle where needed. | | **2. What you will 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 (Transfer of Undertakings) 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. **3. About You** - 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 equivalent transfer-of-employment frameworks across multiple jurisdictions (UK, EU, US at minimum); confident navigating the legal and practical requirements of each. - Proven track record of designing and executing people integration plans for acquired companies, from policy harmonisation and benefits alignment through to cultural embedding. - Expertise in employment law across multiple geographies, with the ability to identify people risk in a deal and advise on mitigation strategies. - Experience partnering with senior stakeholders in high-pressure, time-sensitive deal environments. - Skilled project manager: able to run multiple integration workstreams simultaneously, prioritising effectively and keeping all parties aligned on timelines and deliverables. - Excellent communicator — able to translate complex people and legal matters into clear, actionable guidance for leaders and empathetic messaging for employees. - Analytical and commercially minded, with the ability to assess headcount cost, benefits liability, and compensation equity across acquired populations. - Generalist people operations experience, across the full employee lifecycle, in particular for USA. - Experience in fast-paced, scaling, or technology-driven organisations; comfortable with ambiguity and change as a constant. - Demonstrated ability to leverage AI and automation tools to augment workflows and analyse data, with a forward-thinking approach to AI integration. |