Support post-merger HR systems integration and harmonization efforts. * Build and manage relationships with HR technology vendors, implementation partners, and service providers. SuccessFactors ...
Support post-merger HR systems integration and harmonization efforts. * Build and manage relationships with HR technology vendors, implementation partners, and service providers. SuccessFactors ...
Support post-merger HR systems integration and harmonization efforts. * Build and manage relationships with HR technology vendors, implementation partners, and service providers. SuccessFactors ...
Support post-merger HR systems integration and harmonization efforts. * Build and manage relationships with HR technology vendors, implementation partners, and service providers. SuccessFactors ...
Data Center Construction Security Manager
Reno, NV · On-site
$150K - $175K/yr
... and contractual obligations. * Develop, implement, maintain, and improve security policies, post ... integrator to ensure prompt troubleshooting, repair, and restoration of security capabilities.
Data Center Construction Security Manager
Reno, NV · On-site
$150K - $175K/yr
... and contractual obligations. * Develop, implement, maintain, and improve security policies, post ... integrator to ensure prompt troubleshooting, repair, and restoration of security capabilities.
Data Center Construction Security Manager
Reno, NV · On-site
$150K - $175K/yr
... and contractual obligations. * Develop, implement, maintain, and improve security policies, post ... integrator to ensure prompt troubleshooting, repair, and restoration of security capabilities.
Data Center Construction Security Manager
Reno, NV · On-site
$150K - $175K/yr
... and contractual obligations. * Develop, implement, maintain, and improve security policies, post ... integrator to ensure prompt troubleshooting, repair, and restoration of security capabilities.
Project Manager - HVAC
Reno, NV · On-site
Our integrated, single-source solutions include turnkey in-house capabilities with design ... Ensures that the contract is managed in a manner that meets all contractual requirements and Mesa ...
Project Manager - HVAC
Reno, NV · On-site
Our integrated, single-source solutions include turnkey in-house capabilities with design ... Ensures that the contract is managed in a manner that meets all contractual requirements and Mesa ...
Contractual Post Merger Integration information
See Reno, NV salary details
$36.9K - $51.3K
4% of jobs
$51.3K - $65.7K
5% of jobs
$77.5K is the 25th percentile. Wages below this are outliers.
$65.7K - $80.1K
19% of jobs
$80.1K - $94.5K
17% of jobs
The median wage is $100.4K / yr.
$94.5K - $109K
12% of jobs
$109K - $123.4K
12% of jobs
$129.8K is the 75th percentile. Wages above this are outliers.
$123.4K - $137.8K
15% of jobs
$137.8K - $152.2K
6% of jobs
$152.2K - $166.6K
6% of jobs
$166.6K - $181K
2% of jobs
$181K - $195.4K
2% of jobs
$36.9K
$110.8K
$195.4K
How much do contractual post merger integration jobs pay per year?
As of Jul 16, 2026, the average yearly pay for contractual post merger integration in Reno, NV is $110,796.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,800.00 and $132,100.00 per year, depending on experience, location, and employer.
What is the difference between Contractual Post Merger Integration vs Contract Analyst?
| Aspect | Contractual Post Merger Integration | Contract Analyst |
|---|---|---|
| Required Credentials | Bachelor's degree, experience in M&A, project management skills | Bachelor's degree in finance, accounting, or related field |
| Work Environment | Cross-functional teams, corporate offices, project-based | Financial departments, corporate offices, analytical setting |
| Employer & Industry Usage | Used in corporate M&A activities across industries | Used in finance, consulting, and corporate sectors |
| Search & Comparison Intent | Understanding roles in post-merger processes | Analyzing financial data and contract details |
Contractual Post Merger Integration professionals focus on managing and executing the integration process after a merger, ensuring smooth operational transitions. Contract Analysts primarily analyze and manage contractual agreements, focusing on financial and legal details. While both roles require analytical skills and industry knowledge, their core responsibilities and work environments differ significantly.
What are the key skills and qualifications needed to thrive as a Contractual Post Merger Integration specialist, and why are they important?
To thrive as a Contractual Post Merger Integration specialist, you need deep expertise in contract analysis, compliance, and M&A processes, often supported by a legal or business degree. Familiarity with contract management software, due diligence tools, and ERP systems is typically required. Strong negotiation, project management, and cross-functional communication skills help drive alignment and resolve complexities. These abilities are crucial for ensuring smooth integration, minimizing risk, and maximizing value capture following a merger or acquisition.
What are some common challenges faced by professionals in Contractual Post Merger Integration roles, and how can they be addressed?
Professionals in Contractual Post Merger Integration often encounter challenges related to aligning disparate business processes, corporate cultures, and contractual obligations between merging entities. One key challenge is ensuring that all contractual terms are honored while harmonizing vendor and client agreements. Effective communication, meticulous due diligence, and close collaboration with legal, finance, and operational teams are essential to identify potential conflicts early and implement consistent integration strategies. Adopting structured project management practices and leveraging integration software tools can also help streamline workflows and minimize disruptions during the transition period.
What are Contractual Post Merger Integration roles?
Contractual Post Merger Integration roles focus on managing and executing the integration process between two companies after a merger or acquisition, typically on a project or contract basis. Professionals in these roles ensure that business operations, systems, cultures, and processes are smoothly combined to achieve the desired synergies and business objectives. Their responsibilities may include coordinating cross-functional teams, aligning business processes, addressing legal and compliance issues, and monitoring progress against integration plans. They play a key role in minimizing disruption and maximizing value during the post-merger phase.
What job categories do people searching Contractual Post Merger Integration jobs in Reno, NV look for? The top searched job categories for Contractual Post Merger Integration jobs in Reno, NV are:
Other
Medical, Dental, Vision, Life, Retirement, PTO
Posted 27 days ago
IGT rating
7.5
Based on 51 frontline employees who took The Breakroom Quiz
225th of 430 rated machine equipment manufacturers
Job description
IGT, where innovation meets entertainment on a global scale! From the casino floor to your mobile screen, we deliver thrilling, responsible, and unforgettable gaming experiences-powered by worldclass content, strong technical and commercial capabilities and nurtured by a culture of collaboration, accountability, and ownership.
Whether it's spinning reels, placing bets, or enabling secure payments, we turn innovation into impact through disciplined execution and longterm value creation. With a team of over 6,000 employees across 30+ countries and products delivered in more than 100 jurisdictions worldwide, we operate at scale while staying closely connected to costumers we serve. If you're ready to bring your talent to a team shaping the future of entertainment, your next big move starts here - www.igt.com.
Overview
IGT is seeking a Senior Director, HRIS to lead the delivery, optimization, governance, and support of global HR technology solutions across the People & Culture (P&C) organization. This role is responsible for leading the HRIS function, driving continuous improvement of HR systems, supporting post-merger technology integration activities, and delivering scalable solutions that enable an efficient and data-driven P&C organization.
The Senior Director, HRIS partners closely with P&C, Information Technology (IT), Payroll, Benefits, Finance, and business leaders to execute the HR technology roadmap and support key business initiatives. Serving as a critical liaison between HR and IT, this role ensures HR technology solutions align with business requirements, enterprise standards, security requirements, data governance practices, and operational objectives.
The ideal candidate combines strong HR technology leadership with deep functional knowledge of SAP SuccessFactors configuration, module capabilities, reporting tools, and integrations. While not expected to perform system configuration directly, this leader must possess sufficient technical expertise to evaluate solution options, guide the HRIS team, and partner effectively with IT to deliver scalable, secure, and sustainable HR technology solutions. The successful candidate will be able to challenge vendor recommendations, assess technical trade-offs, and ensure best-practice solutions are implemented across the HR technology landscape.
Responsibilities
HRIS Leadership & Governance
- Lead the global HRIS function, including system administration, support, enhancements, governance, and continuous improvement.
- Partner with People Operations and Information Technology to execute the HR technology roadmap and support business transformation initiatives.
- Establish and maintain governance standards for HR systems, including configuration, workflows, integrations, security, and data management.
- Manage the prioritization and delivery of HR technology enhancements and projects aligned with business priorities.
- Support post-merger HR systems integration and harmonization efforts.
- Build and manage relationships with HR technology vendors, implementation partners, and service providers.
SuccessFactors Leadership & Optimization
- Serve as the functional subject matter expert for SAP SuccessFactors, including module capabilities, configuration options, reporting tools, and best practices.
- Provide guidance on solution design, configuration approaches, and system enhancements across SuccessFactors modules.
- Drive continuous optimization of HR technology solutions through process improvement, workflow automation, and self-service capabilities.
- Partner closely with IT to ensure system integrations, enhancements, and architecture decisions are scalable, secure, and sustainable.
- Evaluate and challenge vendor and consultant recommendations to ensure alignment with business needs and best practices.
Data Quality, Governance & Audit Readiness
- Establish and maintain standards, controls, and governance processes to ensure HR data quality, consistency, and integrity across HR systems.
- Ensure enterprise-wide compliance, audit readiness, security controls, and adherence to data governance standards.
- Partner with IT to oversee role-based security, data access controls, and employee data management practices, ensuring compliance with company policies, regulatory requirements, and security standards.
- Develop and monitor data quality metrics and remediation processes to proactively identify and resolve issues.
- Partner with IT, Payroll, and reporting teams to support reliable data structures and system integrity.
- Support internal and external audits related to HR systems, controls, and employee data.
Program & Project Delivery
- Lead HRIS projects, upgrades, releases, implementations, and system enhancements.
- Establish strong project management, testing, release management, and change control practices.
- Manage project risks, dependencies, and stakeholder communications to ensure successful delivery and adoption.
- Drive operational excellence through continuous improvement and effective governance practices.
People Leadership
- Lead and develop a global HRIS organization, including managers, analysts, project resources, and external partners.
- Build team capability in HR technology, systems governance, and operational excellence.
- Foster a culture of accountability, collaboration, customer service, and continuous improvement.
- Coach and develop team members to support organizational growth and succession planning.
Qualifications
- Bachelor's degree in Human Resources, Information Systems, Business Administration, Computer Science, or a related field; Master's degree preferred.
- 10+ years of progressive experience leading HRIS, HR technology, or enterprise HR systems functions in global organizations.
- Deep expertise in SAP SuccessFactors, including Employee Central and multiple additional modules, with strong knowledge of configuration, security, reporting, integrations, and system architecture.
- Experience leading HR technology implementations, upgrades, optimization efforts, and transformation initiatives.
- Strong understanding of HR data governance, security controls, compliance requirements, and audit readiness.
- Demonstrated success partnering with Information Technology teams to deliver scalable and secure HR technology solutions.
- Experience leading and developing HRIS teams, managing vendors, and driving cross-functional initiatives.
- Strong communication, stakeholder management, and problem-solving skills with the ability to balance strategic priorities and operational execution.
Key Competencies:
HR Technology & SuccessFactors Expertise
- Enterprise HR technology leadership
- SAP SuccessFactors solution architecture and module expertise
- SuccessFactors configuration and design knowledge
- HR technology product knowledge and solution evaluation
- HR systems integration and ecosystem management
- SuccessFactors reporting and data management
Leadership & Collaboration
- Team leadership and capability development
- Cross-functional partnership and collaboration
- HR and Information Technology partnership leadership
- Stakeholder management and influence
- Vendor and implementation partner management
Operational Excellence
- Process optimization and digital enablement
- HR data governance, quality, and audit readiness
- Security, controls, and compliance management
- Project and program management
- Change management and adoption leadership
- Operational excellence and delivery focus
#LI-CK1
IGT is committed to sustaining a workforce that reflects the diversity of the global customers and communities we serve and to fostering an inclusive environment where all employees feel valued, respected, and engaged. IGT is an equal opportunity employer and provides equal employment opportunities without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, veteran status, genetic information, or any other characteristic protected by applicable law. We thank all applicants for their for applying; however, only those selected to interview will be contacted.
At IGT, we consider a wide range of factors in determining compensation, including skills, experience, education, and geographic location. These factors may result in variation in starting pay. The estimated starting compensation range for this role is $213,700 - $256,200 USD, based on a good-faith assessment at the time of posting. Actual compensation may vary. IGT complies with all applicable pay transparency and compensation laws and collective bargaining agreements, where applicable.
Base pay is one component of IGT's total rewards program. Depending on the role, employees may be eligible for bonus or commission opportunities. IGT also offers a comprehensive benefits package, which may include a 401(k) savings plan with company contributions, medical, dental, and vision insurance, life and disability coverage, paid time off, tuition reimbursement, and other wellness programs, subject to eligibility requirements.
IGT is the global leader in gaming. For more information, please visit www.igt.com.
About IGT
Sourced by ZipRecruiter
IGTis a global leader in gaming. We deliver entertaining and responsible gaming experiences for players across all channels and regulated segments, from Lotteries and Gaming Machines to Sports Betting and Digital. Leveraging a wealth of compelling content, substantial investment in innovation, player insights, operational expertise, and leading-edge technology, our solutions deliver unrivaled gaming experiences that engage players and drive growth. We have a well-established local presence and relationships with governments and regulators in more than 100 countries around the world, and create value by adhering to the highest standards of service, integrity, and responsibility.
Industry
Manufacturing
Company size
10,000+ Employees
Headquarters location
London, Greater London, GB