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.SUMMARYReporting to the President & CEO, the Chief Human Resources Officer at International Management 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 beproviding 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.
Effectively supporting the business evolution currently underway at the company through key human resources programs, initiatives and interventions.
Supporting the business strategy for IMG through new programs and initiatives across various human resources areas including talent management, learning and development, compensation and benefits, and recruitment and retention.
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.
Implementing a cohesive strategy focused on effective employee relations.
Supporting the company’s organic and inorganic growth strategy.
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 trusted advisor to the President & CEO and the leadership team on organizational structure, employee morale and culture along with other human resources issues. Provide broad‑based advice to the President & CEO and the senior leadership on the overall management of the business and on specific human resources issues.
Work with the President & CEO to develop and maintain an organizational plan for all business units and departments that details the organization’s personnel needs as a function of the company’s strategic and operating plans.
Partner with the President & CEO in nurturing and evolving the culture and values of the company in a manner consistent with the business focus of the company expectations.
Ensure that IMG consistently defines and articulates a clear and compelling employee value proposition, and that human resources and business processes appropriately support and reinforce it. Help create an atmosphere wherein people understand and embrace the mission and values of the organizationand 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.
Critically examine human resources decisions with an eye towards cost containment and meeting/exceeding financial objectives.
Employee Relations
Partner with the President & CEO in the ongoing nurturing and management of productive, trust-based relations with all employees and employee groups. Plan, direct and coordinate the overall employee relations activities of the organization to develop and maintain a favorable employment climate consistent with management objectives.
Take steps to minimize the company’s liability exposure on employment issues. Ensure timely response to employee issues to minimize EEOC , Employment tribunals and legal issues.
Talent Management
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.
Identify gaps between current organization capabilities and required leadership competencies for the realization of the company’s strategy. Work with the leadership team on organizational structure and strategy including the development and implementation of plans to acquire or develop necessary organizational skills for key positions.
Develop a proactive and meaningful talent program, featuring:
Improved bench strength through target outside hires.
Improved bench strength through an internal and formal talent development and mentoring program.
Tangible goals and results that are measured and reviewed quarterly.
Compensation and Benefits
Examine the company’s benefits and evaluate their effectiveness relative to business objectives.
Direct the administration of wage and salary policies and procedures, recommend changes in policies and structure, and develop policies to meet compensation objectives.
Conduct benchmark on current compensation program.
Develop salary compensation bands in line with company strategy.
Develop an incentive compensation plan tied to performance management.
Department Leadership
Provide strategic vision and strong, inspired leadership and motivation to the staff within the organization’s human resources department.
Continuously analyze and adjust the human resources organization to ensure optimal cost effectiveness and design.
Negotiate and direct the company’s human resources budget and provide strong guidance to functional areas regarding compensation, benefits and other human resources programs based on ROI measurements.
Consistent with that internal customer service positioning, establish metrics to measure the effectiveness of the human resources function in contributing to the bottom line performance of the company and meeting the needs of various constituents across the organization.
Cultivate effective collaborative relationships with functional departments to ensure IMG’s human resources function is regarded as a strong internal customer service unit.
Select and implement an HRIS that effectively administers, analyzes and reports human resources data to support organizational vision, strategy and goals.
PREFERRED SKILLS AND QUALIFICATIONS
Senior -level human resources leadership experience reporting either to the CEO , President & CEO, Executive Vice President & CEO or one level below in the divisional, business unit or regional context. Brings a proven track record of leading and managing a human resources department.
Functional breadth across the full array of global human resources functions – a human resources generalist.
Demonstrated ability to act as a business partner to the CEO/President & other senior business leaders , ensuring that human resources programs and policies fully support the realization of business strategies and financial objectives. P roven to be a trusted advisor, confidant and consensus builder among leadership teams.
Blend of strong human resources skills and expertise with good business acumen and financial savvy. D emonstrated ability to be as much a businessperson as a human resources executive.
Undergraduate degree in management, business, economics or another relevant field, and ideally an M.B.A.
SPHR certification preferred
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.Powered by JazzHR