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The Senior Technology M&A Professional performs research, IT financial analysis and modeling in advance of an acquisition in order to identify risks and synergy opportunities associated with a Target company's organization, technology capabilities, processes, applications, and infrastructure. The Senior Technology M&A Professional work assignments involve moderately complex to complex issues where the analysis of situations or data requires an in-depth evaluation of variable factors.
Job Summary
The Senior, Technology M&A role drives technology integration planning during acquisitions with deep focus on IT integration strategy, synergy modeling, investment planning, scenario analysis, and financial due‑diligence support. This role combines strong M&A execution skills with FP&A discipline—including cost modeling, financial tracking, variance analysis, and executive‑ready reporting. It also leverages modern tooling to automate analysis and accelerate insight generation, ensuring leadership is equipped with clear, data‑driven recommendations throughout the M&A lifecycle.
Key Responsibilities
📌 IT Integration Strategy & Scenario Modeling
- Develop multiple integration scenarios (full integration, partial integration, coexistence, platform consolidation, migration sequencing).
- Assess operational, financial, and technical implications of each scenario and summarize trade‑offs for leadership.
- Build structured scenario models that reflect integration cost differences, synergy timing, resourcing requirements, and risk factors.
- Partner with architecture, infrastructure, cybersecurity, engineering, and operations teams to refine integration pathways.
📌 Technology Investment Planning
- Build detailed investment plans that include one‑time integration costs, recurring run‑rate changes, tooling and migration needs, and workforce impacts.
- Align investment assumptions with domain leads across Infrastructure, Apps, Cloud, Data, and Security.
- Integrate FP&A rigor into planning: pacing, phasing, cash‑flow timing, cost categorization, and forecast hygiene.
- Maintain and update planning models throughout diligence and integration windows.
📌 Managing Approvals & Preparing Leadership
- Lead preparation for investment approval forums, ensuring clarity of assumptions, alternatives, risks, and scenarios.
- Create executive‑ready materials for CIO, CFO, Corporate Development, IMO Steering Committees, and Board‑adjacent reviews.
- Summarize complex technical data into clear financial and business implications.
- Provide structured recommendation pathways to enable fast, informed decision‑making.
📌 Synergy Identification & Modeling
- Build synergy models focused on infrastructure consolidation, vendor optimization, tooling rationalization, cloud efficiencies, automation, and organizational leverage.
- Validate synergy assumptions with functional owners and tie to integration execution plans.
- Track synergy realization, refresh forecasts, and identify risks to delivery.
📌 Financial Analysis, Due Diligence, and Automation
- Support technology financial due diligence by analyzing cost structures, contracts, run‑rate trends, vendor dependencies, and operational cost drivers.
- Apply FP&A skillsets to conduct variance analysis, run‑rate normalization, sensitivity analysis, and integration pacing reviews.
- Use automation‑supportive tools such as:
- Power BI / Tableau for dashboards & variance tracking
- Alteryx or Python/Excel automation for data transformation
- Adaptive Insights / Anaplan / Workday Adaptive for planning workflows
- Smartsheet or Miro for integration sequencing
- Build templates and automated workflows to accelerate diligence analytics and synergy tracking.
- Drive improvements to M&A financial processes through repeatable frameworks and tool adoption.
📌 Actuals Tracking & Performance Monitoring
- Develop dashboards and trackers for actuals vs. plan across integration costs, run‑rate changes, and synergy realization.
- Partner with FP&A teams to ensure accuracy and alignment with enterprise financials.
- Highlight variances, risks, pacing issues, and decision needs for leadership.
📌 Cross‑Functional Coordination
- Serve as a key liaison among Technology teams, Corporate Development, FP&A, Procurement, Legal, HR, and the IMO.
- Facilitate workshops to validate costs, integration paths, synergy assumptions, and scenario options.
- Maintain alignment across all teams on integration strategy, timing, scope, and financial impact.
Use your skills to make an impact
Qualifications
- 6–10+ years of experience in Technology M&A, Technology Strategy, FP&A, Technology Finance, or Integration Management.
- Strong FP&A skillset: forecasting, cost modeling, variance analysis, scenario planning, and financial reporting.
- Deep understanding of IT integration patterns, enterprise technology environments, cloud platforms, security, data, and engineering processes.
- Experience supporting diligence, integration modeling, or large-scale technology programs.
- Proficiency with automation and analysis tools (e.g., Power BI, Tableau, Alteryx, Anaplan, Workday Adaptive, advanced Excel).
- Excellent executive‑level communication and storytelling skills.
- Ability to influence cross‑functional leaders and operate effectively in ambiguous M&A environments.
Preferred Experience
- Prior M&A integration experience in technology domains.
- Experience with integration PMO or synergy tracking tools.
- Background in major cloud migrations, platform consolidations, or enterprise technology transformations.
- Advanced modeling or analytics certifications (e.g., Power BI, Python, Anaplan Model Builder).
Additional Information
To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office employees must meet the following criteria:
At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested.
Satellite, cellular and microwave connection can be used only if approved by leadership.
Employees who live and work from Home in the state of California, Illinois, Montana, or South Dakota will be provided a bi-weekly payment for their internet expense.
Humana will provide Home or Hybrid Home/Office employees with telephone equipment appropriate to meet the business requirements for their position/job.
Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information.
Travel: While this is a remote position, occasional travel to Humana's offices for training or meetings may be required.
Scheduled Weekly Hours
40
Pay Range
The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc.
$106,900 - $147,000 per year
This job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance.
Description of Benefits
Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, volunteer time off, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.
Application Deadline: 03-05-2026
About us
Humana Inc. (NYSE: HUM) is committed to putting health first – for our teammates, our customers and our company. Through our Humana insurance services and CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare, Medicaid, families, individuals, military service personnel, and communities at large.
Equal Opportunity Employer
It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.