Senior HR Business Partner

IMG (International Medical Group) is an international medical insurance company serving individuals and companies around the world. The Senior US Human Resources Business Partner advises senior leaders and leads strategic HR initiatives, including employee relations, talent development, workforce insights, organizational change, compliance, and acquisition integration for U.S. employees.

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
• 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 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
• 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
• 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
• 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

Requirements:

• 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
• 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
• 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