Senior Program Manager, Employee Experience M&A

The Opportunity

Adobe's Employee Experience (EX) M&A team owns the people-related dimensions of every transaction-from due diligence through close and post-close integration. As deal volume and complexity have grown, we are adding a Senior Program Manager to bring dedicated capacity to the integration workstreams that most directly shape the acquired-employee experience: change management, culture integration, onboarding, and leadership/manager/team enablement.

Working alongside our existing program leads, you will run defined workstreams end-to-end-designing the plan, coordinating cross-functionally, and driving execution against timeline and quality bars-while building the mechanics and playbooks that let the team scale.

What You'll Do

• Design and lead deal-specific EX change management strategies, including onboarding (leadership onboarding through team onboarding), post-onboarding monitoring, and retrospectives.
• Assess cultural gaps between Adobe and target companies, and build practical bridging programs that ease the transition for acquired employees and leaders.
• Facilitate onboarding and enablement activities; guide managers and leaders through periods of significant organizational change.
• Design and act on employee pulse surveys during organizational change, translating signals into interventions.
• Partner with target-company and Adobe leaders to align integration plans, and connect structural design (org and operating model) to the lived employee experience (culture, onboarding, enablement).
• Align EX change and culture initiatives with the broader communications strategy so messaging and action reinforce each other.
• Coordinate across Corporate Development / Integration, Legal, Finance, ATS/Systems, HRBPs, and business leaders to keep EX integration workstreams on track.
• Independently manage workstream mechanics - timelines, tracking, documentation and and prepare clear, executive-level status reporting.
• Develop and track integration metrics and pulse-survey signals to measure EX effectiveness and inform leadership decision-making.
• Build a network of external standards and industry benchmarks to continuously refine EX M&A playbooks.

What You Need to Succeed

Required

• 7+ years in HR, with M&A experience focused on integration, change management, or culture work; exposure across all deal phases is ideal.
• Hands-on experience designing and delivering change-management or culture-integration programs in a deal context.
• Strong data proficiency, including comfort working with employee census and workforce data and HRIS systems (e.g., Workday) to identify trends, flag risks, and inform integration decisions.
• Experience designing onboarding programs and delivering leadership onboarding post-close.
• Experience designing and acting on employee pulse surveys during periods of organizational change.
• Strong facilitation skills-comfortable leading workshops and driving alignment in rapidly changing, ambiguous environments.
• Demonstrated ability to develop and deliver clear, well-structured, and impactful executive level presentations that distill complex integration work into insights for senior leadership.
• Skilled at partnering with communications and cross-functional teams to align messaging and action.
• Strong program management fundamentals; able to independently own workstream mechanics (timelines, tracking, documentation) across concurrent priorities.
• Ability to exercise independent judgment and discretion in handling highly confidential, deal-related information

Preferred

• Consulting experience (management, HR, or M&A advisory), bringing a fungible, deploy-anywhere skills the team can apply across transformation work.
• Proven ability to thrive in a high-volume, high-pressure environment with competing priorities across multiple time zones and geographies, maintaining quality and composure under tight deal timelines.
• Experience with complex-structured, stock, or asset deals.
• Experience coaching managers and leaders through significant organizational change.
• Breadth to operate as a utility player-able to move across M&A and broader transformation initiatives as priorities shift.
• Willingness and ability to travel on short notice to support critical deal moments throughout the transaction lifecycle, from diligence through integration, as deals require.

AI Use Guidelines for Interviews

Our interviews are designed to reflect your own skills and thinking. If these tools are used inappropriately or in a way that misrepresents your work, your application may not move forward in the process.

At Adobe, we empower employees to innovate with AI - and we look for candidates eager to do the same. As part of the hiring experience, we provide clear guidance on where AI is encouraged during the process and where it's restricted during live interviews. See how we think about AI in the hiring experience.

Expected Pay Range

Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $117,900 - $245,300 annually. Pay within this range varies by work location and may also depend on job-related knowledge, skills, and experience. Your recruiter can share more about the specific salary range for the job location during the hiring process. In California, the pay range for this position is $169,400 - $245,300

At Adobe, for sales roles starting salaries are expressed as total target compensation (TTC = base + commission), and short-term incentives are in the form of sales commission plans. Non-sales roles starting salaries are expressed as base salary and short-term incentives are in the form of the Annual Incentive Plan (AIP).

In addition, certain roles may be eligible for long-term incentives in the form of a new hire equity award.