Senior HR Business Partner

International Medical Group • Indianapolis, IN

5d • Remote

About The Position

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. It helps improve leadership effectiveness, strengthen organizational capability, mitigate people-related business risks, and enable sustainable growth across IMG’s global operations, with a primary focus in the U.S.

The corporate office is in Indianapolis, Indiana. Remote schedules are available, with regular travel to the corporate office estimated at 10–25%. Relocation expenses are not reimbursed. Candidates must be legally authorized to work in the United States; IMG will not sponsor employment visa status for this position.

Requirements

• Bachelor’s degree in Human Resources, Business, Organizational Development, or a related field.
• 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.
• 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.
• Legally authorized to be employed in the United States; employment visa sponsorship is not provided.

Nice To Haves

• Advanced degree preferred.
• Experience supporting M&A due diligence, Day 1 readiness, integration, workforce transition, talent retention, and cultural alignment strongly preferred.
• SHRM-SCP, SPHR, or similar certification.

Responsibilities

• 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, and contribute to global HR initiatives 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 employee-relations 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; identify recurring issues that may require 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, recommend corrective actions, and support periodic audits.
• 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 for acquisitions.
• 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, and improve repeatable tools based on lessons learned.
• Use surveys, employee feedback, exit data, and workforce trends to shape engagement and culture priorities; partner with leaders on measurable actions to strengthen accountability, inclusion, collaboration, communication, recognition, and trust.
• Support cultural and organizational change across established and acquired employee populations, and evaluate 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 talent, capability gaps, succession risks, and retention priorities.
• Monitor completion and quality of performance reviews, talent assessments, and development planning; coach leaders and managers to improve 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.
• Analyze workforce data and employee feedback to identify trends, risks, and talent opportunities; translate workforce metrics into actionable recommendations.
• Establish and monitor workforce and acquisition-integration measures, evaluate HR program effectiveness, and maintain appropriate data governance and confidentiality.
• 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 change narratives, stakeholder plans, communications, and implementation roadmaps.
• Facilitate alignment, maintain engagement and business continuity, and adjust change plans based on outcomes.
• Partner with leaders to assess future workforce requirements and critical capability needs, identify succession, recruitment, retention, and skills risks, translate business strategy into workforce plans, and recommend interventions for sustainable growth.

Benefits

• Medical, prescription, dental, and vision coverage.
• Flexible Spending Account and Health Savings Account options, including a company contribution to an HSA when enrolled in an eligible plan.
• Company-paid life insurance, with options to purchase additional coverage for the employee, spouse, and children.
• Company-paid short-term and long-term disability coverage.
• 401(k) plan with company match.
• Paid time off and company holidays.
• Two paid volunteer days each year.
• Tuition reimbursement.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior