Senior HR Business Partner

As one of the world's top International Medical Insurance companies, IMG helps individuals and companies of all sizes. Every second of every day, vacationers, those working or living abroad for short or extended periods, people traveling frequently between countries, and those who maintain multiple countries of residence use our products to give themselves global peace of mind®

We are looking to grow our teams with people who share our energy and enthusiasm for creating the best experience for travelers.

JOB SUMMARY

The Senior US Human Resources Business Partner (HRBP) advises senior leaders and leads strategic HR initiatives for U.S. employees. The role oversees complex employee relations, leadership and talent initiatives, workforce insights, organizational change, and acquisition integration. This role plays a key role in improving leadership effectiveness, strengthening organizational capability, mitigating people-related business risks, and enabling sustainable growth across IMG's global operations, with primary focus in the U.S.

JOB DETAILS

• Corporate office location: Indianapolis, IN
• Remote Schedules available with required quarterly travel to corporate office
• Relocation Expenses Reimbursed: No
• Qualified candidates must be legally authorized to be employed in the United States. IMG will not beproviding sponsorship for employment visa status (e.g., H-1B or TN status) for this position.

PERKS

• Comprehensive benefits package including Medical / RX / Dental / Vision / Life insurance
• 401k Plan with company match
• Paid Time Off andCompany Paid Holidays
• Casual dress environment
• Tuition reimbursement plan

DUTIES AND RESPONSIBILITIES

Strategic HR Partnership

• Advise senior leaders on people strategy, workforce risks, organizational design, workforce planning, succession, and leadership effectiveness.
• Translate business priorities into practical talent and organizational solutions.
• Anticipate workforce challenges and coordinate solutions with HR Centers of Excellence and Operations.
• Represent U.S. employee needs in enterprise HR programs, policies, and decisions.
• Contribute to global HR initiatives, frameworks and talent programs while ensuring successful U.S. implementation.

Employee Relations Leadership

• Lead complex and sensitive U.S. employee relations matters, investigations, and workforce actions.
• Advise leaders on performance, conduct, policy, accommodations, discipline, reorganizations, and separations.
• Assess risk, maintain appropriate documentation, and partner with employment counsel as needed.
• Collaborate with global HR colleagues to balance enterprise consistency with local legal and cultural requirements.
• Promote consistent employment practices and identify recurring issues requiring policy, training, or process improvements.
• Build manager capability through coaching on feedback, documentation, respectful workplace practices, and issue resolution.

Compliance and Governance Responsibility

• Ensure consistent application of HR policies and employment practices.
• Identify emerging compliance risks and recommend corrective actions.
• Support periodic audits of employment-related processes and documentation.

Acquisition Integration

• Lead HR support for U.S. acquisition due diligence, Day 1 readiness, and post-close integration.
• Assess organizational, talent, compensation, benefits, employment-practice, culture, and workforce risks.
• Coordinate people-related integration plans across business leaders, acquired-company leadership, Legal, Finance, HR, and IT.
• Guide organizational design, employee transition, talent assessment, retention, systems, policies, onboarding, and communications.
• Serve as the primary HR contact for acquired leaders and employees, supporting cultural alignment and change adoption.
• Track milestones, employee sentiment, critical-talent retention, and integration risks; capture lessons learned and improve repeatable tools.

Employee Engagement and Culture

• Use surveys, employee feedback, exit data, and workforce trends to shape engagement and culture priorities.
• Partner with leaders on measurable actions that strengthen accountability, inclusion, collaboration, communication, recognition, and trust.
• Support cultural and organizational change across established and acquired employee populations.
• Evaluate outcomes and adjust initiatives based on feedback and business results.

Talent and Organizational Development

• Lead talent reviews, succession planning, performance discussions, and development planning for critical roles.
• Identify high-potential talent, capability gaps, succession risks, and retention priorities.
• Monitor completion and quality of performance reviews, talent assessments and development planning activities.
• Coach leaders and managers to improve accountability, communication, feedback, decision-making and people management effectiveness
• Partner with Performance and Development on targeted solutions and leadership onboarding, including acquisition-related assimilation.
• Measure talent outcomes and refine actions based on business needs.

HR Data and Workforce Insights

• Analyze workforce data and employee feedback to identify trends, risks, and talent opportunities.
• Translate metrics on retention, employee relations, engagement, performance, mobility, succession, and absenteeism into actionable recommendations.
• Establish and monitor meaningful workforce and acquisition-integration measures.
• Evaluate HR program effectiveness while maintaining appropriate data governance and confidentiality.

Change Leadership and Organizational Effectiveness

• Support change strategies for acquisitions, reorganizations, leadership transitions, and business transformation.
• Evaluate spans of control, role clarity, structure effectiveness and organizational layers.
• Assess organizational impact, adoption risks, capability gaps, and dependencies.
• Help leaders develop clear change narratives, stakeholder plans, communications, and implementation roadmaps.
• Facilitate alignment, maintain engagement and business continuity, and adjust plans based on outcomes.

Strategic Workforce Planning

• Partner with leaders to assess future workforce requirements and critical capability needs.
• Identify succession, recruitment, retention and skills risks.
• Translate business strategy into practical workforce plans.
• Monitor workforce trends and recommend interventions to support sustainable growth.

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field; advanced degree preferred.
• 10+ years of progressive HR experience, including senior HRBP or comparable leadership responsibility.
• Extensive experience advising senior leaders, managing complex U.S. employee relations, and leading workplace investigations and workforce actions.
• Strong knowledge of U.S. employment practices and sound judgment on when to engage legal counsel.
• Experience supporting M&A due diligence, Day 1 readiness, integration, workforce transition, talent retention, and cultural alignment strongly preferred.
• Demonstrated strength in engagement, talent reviews, succession, organizational development, change leadership, and workforce analytics.
• Proven success in complex, matrixed, multi-business, or geographically dispersed organizations.
• Ability to manage confidential, sensitive, and high-risk matters with discretion

PREFERRED QUALIFICATIONS

• SHRM-SCP, SPHR, or similar certification

IMG is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ethnicity, national origin, religion, gender, gender identity or expression, sexual orientation, genetic information, disability, age, veteran status, and other protected statuses as required by applicable law.

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