About Indegene
Indegene is a technology-led healthcare solutions provider driven by a purpose to enable healthcare organizations to be future ready. We offer accelerated global growth opportunities for talent that is bold, industrious and nimble. Our culture celebrates entrepreneurship and is guided by passion, innovation, collaboration and empathy. At the convergence of healthcare and technology, we seek leaders who want to create lasting institutions and make a meaningful difference for our clients, employees and the healthcare industry.
Role purpose
The Head of HR Business Partnering, Americas is the senior HRBP leader for the United States, Canada and Mexico. This role translates enterprise and regional business strategy into an integrated people agenda and serves as a trusted adviser to senior leaders on organization, talent, leadership, culture, workforce risk and change.
The role leads and strengthens the HR business partnering model across a diverse portfolio of businesses, including acquired and subsidiary organizations. It connects regional business needs with Indegene’s global People & Culture strategy and builds effective partnerships with leaders and HR colleagues in India and across the company. Success requires an enterprise mindset, commercial judgment, cultural agility and the ability to operate in a global delivery model that follows the sun across time zones.
This is a strategic leadership role. It works through HR centers of expertise, shared services and local specialists to deliver integrated solutions; it is not designed to function primarily as a transactional HR generalist or local HR administrator.
Key accountabilities
Business and people strategy
• Act as the principal People & Culture adviser to Americas senior leadership, contributing to business planning and decisions with a clear understanding of commercial priorities, client commitments, the healthcare and life sciences market, and the global delivery model.
• Develop and execute a multi-year Americas people strategy and annual operating plan aligned with enterprise priorities, growth objectives and the needs of the United States, Canada and Mexico.
• Translate business strategy into actionable plans for organization design, workforce capability, location strategy, leadership capacity, talent supply, productivity and culture.
• Use workforce data, external insights and scenario planning to identify trends, test assumptions, quantify people risks and recommend decisions to senior leadership.
Senior leadership partnership and organizational effectiveness
• Build credible, high-trust relationships with regional executives, business and functional leaders, subsidiary leadership, and global leaders at headquarters in India.
• Coach and challenge senior leaders on leadership effectiveness, organization health, decision quality, team dynamics, accountability and change leadership.
• Lead organization design and operating-model work, including role clarity, spans and layers, governance, capability requirements and cross-border collaboration.
• Facilitate leadership-team effectiveness, succession discussions, talent reviews and actions that strengthen the regional leadership pipeline.
Talent, performance and culture
• Own the regional talent agenda in partnership with leaders and centers of expertise, including strategic workforce planning, succession, critical-role identification, leadership development, retention and internal mobility.
• Strengthen performance management and manager capability so that expectations, feedback, differentiation, development and accountability are consistently applied.
• Convert employee listening and people data into targeted actions that improve engagement, inclusion, collaboration, retention and the employee experience.
• Steward Indegene’s culture across the Americas while recognizing legitimate country, business and acquired-company differences; help leaders model enterprise values and inclusive behaviors.
Transformation, integration and change
• Serve as the Americas HR lead for acquisitions, integrations, restructurings, business transfers and other enterprise change, from people due diligence and risk assessment through stabilization and value realization.
• Create practical change and communications strategies that build leadership alignment, employee understanding and adoption across locations and time zones.
• Drive harmonization of people practices where scale and consistency create value, while preserving necessary legal, market and business distinctions.
• Sponsor continuous improvement in the regional HR operating model, clarifying work that belongs with HRBPs, centers of expertise, shared services, managers and external advisers.
Regional HRBP leadership and global delivery
• Lead, develop and hold accountable the Americas HRBP agenda; establish clear service standards, business-aligned portfolios, consistent practices and strong succession for the function.
• Operate as a member of the global HR leadership community, bringing an Americas perspective to enterprise decisions and translating global programs into effective regional execution.
• Build disciplined working rhythms with HR colleagues in India and other regions so issues are handed off cleanly, decisions are documented, and support can follow the sun without sacrificing ownership or employee experience.
• Partner across Talent Acquisition, Total Rewards, Talent Management, Learning, HR Operations, HRIS, Finance, Legal, Compliance and business operations to deliver coherent solutions rather than disconnected programs.
• Maintain visible leadership presence in Princeton and regular engagement with CultHealth in New York City and BioPharm in New Hope, Pennsylvania.
Risk, governance and employee relations
• Establish appropriate regional governance for material employee relations, investigations, reorganizations, workforce reductions, executive matters and other high-risk decisions.
• Partner with Legal, Compliance, local HR and qualified external counsel to ensure decisions reflect applicable requirements in the United States, Canada and Mexico; recognize when specialist country advice is required.
• Provide senior oversight of sensitive cases and workforce risks while building manager accountability and avoiding unnecessary centralization of routine matters.
• Monitor regional people-risk indicators and provide concise, decision-oriented reporting to regional and global leadership.
Initial 12–18 month priorities
• Build a comprehensive view of the Americas businesses, leadership teams, workforce, client delivery dependencies, legal entities, acquired companies and material people risks.
• Establish trusted-adviser relationships and a regular people-governance cadence with regional leadership and global HR leadership in India.
• Define and implement the Americas HRBP operating model, including role clarity, capability expectations, portfolios, decision rights, escalation paths and interfaces with shared services and centers of expertise.
• Create an integrated Americas people plan with measurable priorities for workforce, leadership, talent, organization effectiveness, culture and retention.
• Assess leadership succession and critical talent; agree targeted actions for the roles and capabilities most important to growth and client delivery.
• Advance integration and harmonization across Indegene, CultHealth, BioPharm and other regional businesses while protecting business continuity and the strengths of each organization.
• Introduce a concise people dashboard and quarterly business review that links workforce measures and leading indicators to business outcomes.
Measures of success
• Senior leaders consistently seek and value the role’s counsel on business and organization decisions.
• The Americas people plan is aligned to business priorities, supported by clear measures and executed with disciplined governance.
• Leadership succession, critical-role coverage and workforce capability improve in areas central to growth and client delivery.
• Material talent, employee relations, compliance and change risks are identified early and managed effectively.
• Acquisitions and organizational changes achieve agreed people, culture and business outcomes with minimal disruption.
• The HRBP team demonstrates stronger strategic capability, consistent service and effective partnership with global HR, centers of expertise and shared services.
• Employee experience, retention and manager effectiveness improve in the populations where targeted action is required.
Experience and qualifications
Required
• Typically 15+ years of progressive HR experience, including significant experience leading HR business partnering for a complex, multi-business and multi-jurisdiction region.
• Demonstrated success as a trusted adviser to senior executives, with the judgment and presence to influence, coach, challenge and facilitate consequential decisions.
• Experience developing and executing business-linked people strategies, not solely implementing HR programs.
• Strong record in organization design, strategic workforce planning, succession, talent management, leadership effectiveness, performance management and complex change.
• Experience leading and developing HR professionals and working through a matrix of HRBPs, centers of expertise, shared services and external specialists.
• Substantial experience in a global company and a global delivery model, including collaboration with colleagues in India or comparable offshore/global capability centers and work across time zones.
• Working knowledge of the employment and business environment in the United States, with demonstrated ability to oversee cross-border HR matters in Canada and Mexico through appropriate local expertise.
• Experience supporting acquisitions, integrations or other significant business transformation.
• Strong analytical and commercial skills; able to convert workforce data into insight, decisions and measurable action.
• Bachelor’s degree in human resources, business, organizational psychology, law or a related field, or equivalent relevant experience.
Preferred
• Experience in healthcare, life sciences, technology-enabled services, consulting, professional services or another client-delivery environment.
• Experience supporting both corporate and client-facing workforces across multiple legal entities, subsidiaries or acquired brands.
• Graduate degree or relevant professional credential, such as SHRM-SCP, SPHR, CPHR or an equivalent international qualification.
• Experience with HR technology, people analytics and digital or AI-enabled HR service delivery.
• Spanish-language capability or meaningful experience working in Mexico and Latin America.
Leadership capabilities
• Enterprise and commercial mindset — connects people choices to growth, clients, delivery, productivity and risk.
• Executive influence — builds trust quickly, communicates with clarity and constructively challenges senior leaders.
• Global and cultural agility — works effectively across countries, cultures, businesses and time zones without imposing a single-country lens.
• Strategic-to-operational range — sets direction and governance while ensuring that decisions translate into disciplined execution.
• Courage and judgment — handles ambiguity, sensitive matters and competing interests with sound judgment, discretion and integrity.
• Change leadership — creates alignment and momentum through complex integration and transformation.
• Collaboration and accountability — works across a matrix, clarifies ownership and follows through on commitments.
• Talent builder — raises manager and HR capability, develops successors and creates opportunities for others to lead.
Working arrangements
• Based in Princeton, New Jersey, with an expectation of working from the office three to four days per week.
• Regular travel to CultHealth in New York City and BioPharm in New Hope, Pennsylvania, plus travel elsewhere in the Americas and periodically to India as business needs require.
• Ability and willingness to participate in early-morning or evening meetings when needed to support a follow-the-sun global operating model; the role should also establish sustainable team practices and clear handoffs across time zones.
• The scope, reporting line and team structure may evolve as the business and HR operating model develop.
Equal opportunity
Indegene is committed to providing equal employment opportunities. Employment decisions are made without unlawful discrimination and in accordance with applicable law. Reasonable accommodations will be pr