Director, Corporate Integration

Wasserman operates at the epicenter of sports, music, entertainment and culture, serving talent, brands and properties on a global scale. Headquartered in Los Angeles, Wasserman's presence spans 28 countries and more than 69 cities, including New York, London, Abu Dhabi, Amsterdam, Hong Kong, Madrid, Mexico City, Toronto, Paris and Sydney.

Job Description

The Corporate Integration Director will be responsible for leading and managing the post-acquisition integration of newly acquired businesses into Wasserman. This role will serve as the central point of contact for both corporate and business units, ensuring a seamless transition by aligning expectations, managing change, and providing structured onboarding processes. The Director will play a proactive role in improving integration efficiency, eliminating redundancies, and standardizing processes across all acquisitions.

The position will ensure continuity between the M&A deal team and the post-close operational teams by establishing clear integration frameworks, facilitating cross-functional collaboration, and ensuring that new acquisitions receive the necessary resources and guidance. The Director will also work with the COO to oversee broader company-wide integration initiatives, ensuring alignment with Wasserman's strategic objectives.

This role will report functionally to the COO with dotted line reporting to the M&A team lead.

Responsibilities:

Integration Management & Execution

• Support the M&A team with project management of immediate pre-closing and post-closing activities.
• Serve as the single point of contact for newly acquired companies, coordinating all aspects of integration and onboarding.
• Develop and maintain a structured integration plan with clear milestones, responsibilities, and timelines.
• Ensure alignment between pre-close M&A planning and post-close execution, reducing the risk of misalignment between corporate expectations and business unit realities.
• Own the business-wide Gantt chart or integration roadmap, outlining key transition points (e.g., onboarding to IT systems, financial systems, People processes, compliance updates).
• Maintain transparency and clear communication with acquired companies, setting realistic expectations early in the process.
• Support acquired companies in navigating Wasserman's culture, structure, and operations, facilitating both technical and cultural integration.

Cross-Functional Coordination

• Act as the bridge between corporate functions (Finance, IT, Legal, People, Corporate Development) and business units to streamline integration efforts.
• Where necessary co-ordinate and lead a dedicated integration team for each acquisition, ensuring the right resources and personnel are assigned based on region, business function, and complexity.
• Implement an onboarding buddy system to enhance cultural integration and ensure smoother transitions for acquired employees.
• Work with People teams and Business Units to map and introduce key internal stakeholders to help drive understanding of existing and newly acquired business capabilities.
• Collaborate with the HR team to ensure newly acquired employees understand benefits, policies, and internal resources.

Technology & Process Standardization

• Ensure new acquisitions transition to Wasserman's core systems (Workday, Salesforce, Box, Slack, etc.) within a clear, structured timeline.
• Identify automation opportunities and process efficiencies to improve overall integration workflows.
• Audit existing reporting processes and infrastructure to identify inefficiencies in teams, systems, and IT spend. Make recommendations to drive potential savings through improved workflows and cost efficiencies.

Pre-Close Alignment & Expectation Setting

• Support the M&A team in pre-close discussions to educate sellers on what to expect post-acquisition (e.g., technology transitions, process changes, governance structures).
• Ensure that integration expectations are clearly documented in the transaction process, reducing surprises for acquired teams.
• Participate in late-stage due diligence to assess integration risks and dependencies.
• Work with Corporate departments and operations function to build a Digital Guide (or "Digital Bible"), a centralized, continuously updated resource outlining key business information for acquired businesses.

Governance, Reporting & Continuous Improvement

• Establish and lead regular integration check-ins with executive leadership and business unit heads.
• Track and report integration KPIs, ensuring transparency on progress, challenges, and financial impacts.
• Solicit feedback from recently acquired companies to refine and improve future integration processes.
• Lead post-integration reviews, documenting lessons learned and best practices for future deals.
• Collaborate with the COO to oversee other key company-wide integration efforts beyond M&A.

Requirements:

• Over 10 years of project management experience, with a minimum of 5 years managing the integration of M&A projects in a global company.
• Project Management Professional (PMP) certification preferred.
• Proven experience in the post close M&A lifecycle, specifically Post-Merger Integration.
• Skills in effective decision-making based on information analysis and successful execution of those decisions.
• Experience collaborating with internal and external business leaders across Finance, IT, Legal, People, and Corporate Development functions.
• Strong written and verbal communication skills.
• Proficiency in creating reports and presenting findings to executive management.
• Experience managing external vendors and consultants effectively.

Base salary range: $150K-$180K, plus bonus potential if applicable for role.

Actual base salary is dependent on several factors including but not limited to; market dynamics, location and region, experience, specialized skills/training (education), level of responsibility, budgetary considerations, tenure at the company (for current employees), etc. The salary range listed is just one component of the total compensation package for employees. Compensation decisions are dependent on circumstances of each role

Wasserman does not discriminate on the basis of race, sex, color, religion, age, national origin, marital status, disability, veteran status, genetic information, sexual orientation, gender identity or any other reason prohibited by law in provision of employment opportunities and benefits.