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.

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.

• 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 be providing sponsorship for employment visa status (e.g., H-1B or TN status) for this position.

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

• 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.

• 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.

• 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.

• 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.

• 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.

• Lead talent reviews, succession planning, performance discussions, and development planning for critical roles.
• Identify high-potential…