Chief Human Resources Officer - International Medical Group

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.  

SUMMARY

Reporting to the President & CEO, the Chief Human Resources Officer at International Medical Group, Inc. (IMG) is responsible for all aspects of the human resources function at the company globally. This involves a broad range of responsibilities including organizational design and development, change management, talent management, talent acquisition, policy development, learning and development, employee/labor relations, HRIS and compensation and benefits.  Additionally, the CHRO is responsible for the design and implementation of programs, policies and strategies to support the growth and ongoing transformation of the business. 

The CHRO provides leadership and assumes direct accountability for generating people solutions to achieve both short-term business and financial objectives and long- term strategic goals.  As the organization continues to develop and implements its growth plan, the CHRO must quickly establish himself or herself as a critical business partner to the President & CEO and other leaders at IMG, and as a professional who can add broad strategic value to the organization and the top leadership team. The CHRO also plays an important role in developing and nurturing a cohesive and integrated executive team at IMG.

To fulfill this mandate effectively, the CHRO will work closely with numerous line and functional leaders as well as staff within the organization.  He or she should position themselves as a key internal customer service resource to the organization, working hard to support the realization of its business objectives.  He or she should serve as a trusted consultant and business advisor to the senior leadership team and the President & CEO in particular.



JOB DETAILS

• Location:  Indianapolis, IN 
• 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.

ESSENTIAL FUNCTIONS OF POSITION:

• Participating as a member of the IMG’s Executive Team involved with strategy, activities involved with strategy and activities related to growing the business.
• Effectivelysupportingthebusiness evolutioncurrently underway at the companythrough key humanresourcesprograms,initiatives and interventions.
• Supporting the businessstrategyforIMGthroughnewprogramsandinitiatives across various human resources areas includingtalent management, learninganddevelopment, compensationandbenefits,andrecruitment andretention.
• Expanding and implementing a cohesive talent management strategy to create a highly competent workforce at all levels of the organization.
• Implementing a robust compensation structure for all positions in the organization.
• Implementinga cohesivestrategyfocused on effectiveemployeerelations.
• Supporting the company’sorganicandinorganicgrowthstrategy.
• Ensuring compliance with all federal, state and local laws and practices within the business groups in line with HR business processes.
• Managing and overseeing the global Human Resources department staff.
• Overseeing and evaluating the development and management of company-wide training programs
• Evaluate training and development programs to enhance employee skills and knowledge.
• Leading employee communication initiatives
• Overseeing all global facilities needs

MAJOR RESPONSIBILITIES:   

People Strategy and Organization

• Serve as a trustedadvisor to the President & CEO and the leadershipteam on organizationalstructure, employeemorale and culture along with other humanresourcesissues.Providebroad‑basedadvice to the President & CEO and the seniorleadership on the overallmanagement of thebusinessand on specifichumanresourcesissues.
• Workwith the President & CEO todevelopandmaintain an organizationalplan for all businessunits and departmentsthat details the organization’spersonnelneeds as a functionof thecompany’sstrategicandoperatingplans.
• Partner with the President & CEO in nurturingandevolving the cultureandvalues of the companyin a mannerconsistent with the businessfocusof the companyexpectations.
• EnsurethatIMGconsistentlydefinesandarticulates a clearandcompelling employeevalueproposition,andthathumanresources and business processes appropriatelysupport andreinforceit.Help create an atmospherewhereinpeopleunderstand and embrace the missionandvalues of the organization and carry those through in how business is conducted each day.
• Ensuring the company’s diversity and inclusion efforts are effective and aligned with company values
• Conduct regular assessments of employee engagement and implement improvement initiatives (i.e. company survey)

Cost Management 

• Work to identify, qualify and implement human resources programs and policies which concretely support IMG’s objectives while containing cost when possible.
• Criticallyexaminehumanresourcesdecisionswith an eye towards costcontainment andmeeting/exceedingfinancial objectives.

Employee Relations

• Partner with the President & CEO in the ongoingnurturing and managementofproductive,trust-basedrelations with allemployees and employeegroups.  Plan,directandcoordinatetheoverallemployeerelationsactivitiesof the organization to developandmaintain a favorableemploymentclimateconsistentwith managementobjectives.
• Take steps to minimize the company’sliabilityexposure on employment issues. Ensuretimelyresponsetoemployeeissues to minimizeEEOC, Employment tribunals andlegal issues.

• Direct the talent acquisition function to attract qualified employees to support the company’s objectives including regular on-boarding of new staff. Develop new recruitment initiatives and access to new pools of talent.
• Ensure that IMG has a well-defined and flexible company-wide performance management process which provides meaningful feedback, focuses on results and behaviors, and is understood and accepted by both management and employees. Help create a strong performance mindset and clear accountability throughout the organization.
• Facilitate career development plans that foster employee growth, engagement, and retention.
• Identifygapsbetweencurrent organizationcapabilitiesandrequiredleadershipcompetenciesfor the realizationof the company’sstrategy. Work withtheleadershipteam on organizationalstructureandstrategyincluding the developmentandimplementationofplanstoacquireordevelopnecessaryorganizationalskills for key positions.
• Develop a proactiveandmeaningfultalentprogram,featuring:
• Improvedbenchstrengththroughtargetoutsidehires.
• Improvedbenchstrengththrough an internalandformal talent development and mentoringprogram.
• Tangiblegoalsandresultsthat are measured and reviewedquarterly.

• Examine the company’s benefitsandevaluatetheir effectivenessrelative to businessobjectives.  
• Direct theadministrationofwage and salary policies and procedures, recommend changes inpolicies and structure, anddeveloppolicies to meetcompensationobjectives.  
• Conduct benchmark on current compensation program.
• Develop salary compensation bands in line with company strategy.
• Develop an incentive compensation plan tied to performance management.

• Provide strategic visionandstrong, inspiredleadershipandmotivation to the staff within the organization’s humanresourcesdepartment.
• Continuouslyanalyze and adjust the humanresourcesorganizationtoensure optimal cost effectiveness and design.
• Negotiate and direct the company’s humanresourcesbudget andprovidestrongguidance to functional areas regardingcompensation,benefits andotherhumanresourcesprogramsbased on ROI measurements.
• Consistentwiththat internalcustomer servicepositioning, establishmetrics to measure the effectiveness of the humanresourcesfunctionincontributing to the bottomlineperformanceof the companyandmeetingtheneeds ofvariousconstituentsacross the organization.
• Cultivateeffectivecollaborativerelationshipswithfunctionaldepartmentsto ensureIMG’shumanresourcesfunctionisregarded as a stronginternalcustomer service unit.
• Selectandimplement an HRISthateffectively administers,analyzes and reports humanresourcesdata to supportorganizationalvision,strategyand goals.

• Senior-levelhumanresourcesleadershipexperience reporting either to the CEO, President & CEO, Executive Vice President & CEO oronelevel belowin the divisional,businessunit or regional context.  Brings a proventrackrecord ofleadingandmanaging a humanresourcesdepartment.
• Functional breadthacross the full array of global humanresourcesfunctions– a humanresourcesgeneralist.
• Demonstratedability to act as a business partner to the CEO/President & other senior business leaders,ensuringthat humanresources programsandpoliciesfullysupport the realizationofbusinessstrategiesandfinancialobjectives.  Proven to be a trustedadvisor,confidantandconsensusbuilderamongleadershipteams.
• Blend ofstronghumanresourcesskillsandexpertisewithgoodbusinessacumenandfinancialsavvy. Demonstrated ability to be as much a businessperson as a humanresourcesexecutive.
• Undergraduatedegreeinmanagement, business,economics or anotherrelevantfield,andideally an M.B.A.
• SPHRcertificationpreferred

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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