Director- M&A Human Capital Due Diligence & Value Creation

Deloitte, a leading Canadian professional services firm with a strong national footprint, is seeking a Director to spearhead human capital due diligence and value-creation work within its M&A practice in Toronto. This permanent, hybrid role sits in a team that helps private equity firms and corporate clients understand how workforce-related factors affect deal value. The reference code for this opportunity is 135436, and the primary location is Toronto, ON.

The position lives in Deloitte’s Deal Transformation & Post Merger Integration practice, specifically the HR due diligence discipline. It’s a chance to combine finance, analytics and people expertise to shape transaction economics and post-close priorities. If you enjoy translating complex people data into strategic advice and guiding senior stakeholders, this could be a strong fit.

It’s well suited for someone who wants to lead high-stakes engagements, mentor others, and contribute to the growth of a growing advisory capability within Deloitte’s M&A business.

Guiding value where people matter most in deals

You’ll take a leadership role directing financially focused human capital due diligence engagements, pinpointing risks, liabilities and cost exposures that could move deal value, terms and post-closing priorities. Your work will inform how a transaction is structured and negotiated, with an eye toward sustainable value creation.

You’ll examine historical and projected workforce costs, considering pay, benefits, pensions and executive arrangements, to understand implications for normalized EBITDA, net debt and cash flow, and you’ll translate that analysis into practical deal insights. Your aim is to connect people costs to the bottom line and overall deal economics.

Beyond the financials, you’ll assess standalone operating models, carve-out considerations, stranded costs and transition service agreements, turning findings into actionable recommendations for deal terms and post‑acquisition priorities. You’ll lead sophisticated workforce analytics and financial modeling, building robust estimates even when data is imperfect.

In addition to delivering client work, you’ll serve as a trusted adviser to senior stakeholders, collaborate with multidisciplinary deal teams, and help grow Deloitte’s HR due diligence capabilities by mentoring colleagues and shaping delivery quality.

What you’ll need to bring and what would be nice to have

The role expects a deep blend of transaction experience, quantitative capability and people know-how. You should be able to translate complex HC data into concise, business-facing recommendations for investors and executives, and you’ll need to operate effectively across multiple deal disciplines.

• Strong grasp of M&A dynamics and how human capital factors influence deal value and restructuring decisions
• Solid ability to interpret financial and workforce information, build or review models, and judge effects on EBITDA, cash flow and leverage
• Extensive knowledge of workforce costs, benefits, pensions, executive arrangements and organizational design, with the ability to apply this to broader deal outcomes
• Sharp problem solving and a track record of drawing evidence-based conclusions from ambiguous data
• A strategic mindset focused on identifying opportunities for organizational effectiveness and sustainable cost improvements
• Clear, persuasive executive communication, able to distill technical details for senior leaders and deal teams
• Proficiency with Excel for complex modeling and PowerPoint for client-ready deliverables; experience with large datasets and tools such as Power BI, Tableau or SQL is a plus
• Leadership capabilities to guide multidisciplinary engagements, mentor professionals and foster a high-performing team
• Client-management skills to build trusted relationships with senior stakeholders while juggling competing priorities
• Commercial instincts and a growth mindset, with interest in expanding Deloitte’s HCD advisory offerings

• A bachelor’s degree in finance, accounting, economics, mathematics, actuarial science, statistics, business, engineering or a related quantitative field; professional designations such as CFA, CPA, CBV or actuarial credentials are assets
• Typically 10+ years in transaction advisory, M&A consulting, human capital advisory, actuarial or related analytics roles, including meaningful leadership responsibilities
• Experience leading human capital due diligence on M&A transactions, with familiarity in carve-outs, integrations or value-creation initiatives
• Understanding of workforce analytics or payroll data and familiarity with compensation, benefits, pensions or organizational effectiveness in a deal context

Compensation and rewards you can expect

The salary range for this position is CAD 157,000 to CAD 293,000 per year, with eligibility for a company bonus program. Deloitte openly benchmarks compensation to reflect performance and market conditions, recognizing individual strengths and the value delivered.

Beyond base pay, the Total Rewards package includes benefits designed to support wellbeing and growth. Highlights include CAD 4,000 per year for mental health support, a CAD 1,300 flexible benefit spending account, Deloitte Days, development and innovation days, and a hybrid work setup with flexible arrangements. Paid vacation is part of the standard offering.

Deloitte emphasises its commitment to inclusion and diversity, with recruitment processes designed to be accessible and supportive of candidates from varied backgrounds. If you need accommodations during recruitment, there are dedicated contacts for accessibility or Indigenous careers inquiries.

Tips to help you stand out for this opportunity

For your resume, put leadership in HC due diligence and M&A at the top, and show clear examples of how you guided deal decisions through workforce insights. Quantify outcomes where you can, such as how HC findings influenced transaction economics or post‑close priorities.

Demonstrate how you connect HC findings to EBITDA and other deal metrics. Bring a concrete example or two of models or analyses you built, and describe how those models informed negotiation or structuring decisions.

Be ready to discuss carve-outs, standalone operating requirements and TSAs, explaining how you approached evaluating standalone feasibility and the financial/operational implications for a buyer or investor.

Ask a targeted question about how the HR due diligence team collaborates with other deal professionals to shape value creation. A good prompt is to request an example of a deal where HC insights changed the post-close plan or deal terms.