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Enterprise Internships Jobs in Indiana (NOW HIRING)

Micromatic LLC

Product Engineer, Tier 1

Berne, IN · On-site

$70K - $85K/yr

... ERP system 5. Assist with engineering change requests 6. Collaborate with sales and senior ... experience (internships/co-ops acceptable) * Working knowledge of 3D CAD software (Autodesk ...

Micromatic LLC

Product Engineer, Tier 1

Berne, IN · On-site

$70K - $85K/yr

... ERP system 5. Assist with engineering change requests 6. Collaborate with sales and senior ... experience (internships/co-ops acceptable) * Working knowledge of 3D CAD software (Autodesk ...

Miratech

Delivery Director

Michigan City, IN · On-site +1

$206K/yr

We are a global IT services and consulting company that brings together enterprise and start-up ... internship opportunities. * Global Impact : collaborate on impactful projects for top global ...

Miratech

Delivery Director

Indianapolis, IN · On-site +1

$202K/yr

We are a global IT services and consulting company that brings together enterprise and start-up ... internship opportunities. * Global Impact : collaborate on impactful projects for top global ...

Miratech

Delivery Director

Indianapolis, IN · On-site +1

$202K/yr

We are a global IT services and consulting company that brings together enterprise and start-up ... internship opportunities. * Global Impact : collaborate on impactful projects for top global ...

Miratech

Delivery Director

Michigan City, IN · On-site +1

$206K/yr

We are a global IT services and consulting company that brings together enterprise and start-up ... internship opportunities. * Global Impact : collaborate on impactful projects for top global ...

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Enterprise Internships information

What is an enterprise internship?

Enterprise internships are structured work experiences offered by large organizations or corporations, often designed to provide students or recent graduates with practical exposure to various business functions. These internships typically involve working on real-world projects, receiving mentorship from professionals, and developing valuable skills relevant to the enterprise's industry. They can be paid or unpaid and may last anywhere from a few weeks to several months, often serving as a pathway to full-time employment within the company.

What types of projects and responsibilities can I expect during an enterprise internship?

As an enterprise intern, you can expect to work on a variety of projects that support the organization's larger business goals, such as market research, data analysis, process improvement, and cross-departmental initiatives. Interns often collaborate with professionals from different teams, attend meetings to gain insights into strategic decision-making, and may be assigned a capstone project to present at the end of the internship. This hands-on experience helps build valuable skills and provides a clear understanding of how different departments within a large organization work together.

What are the key skills and qualifications needed to thrive as an enterprise intern, and why are they important?

To thrive as an Enterprise Intern, you generally need a foundational understanding of business concepts, strong analytical skills, and current enrollment in a relevant degree program. Familiarity with office productivity software like Microsoft Office Suite and, depending on the department, tools such as CRM systems or data analysis platforms is often expected. Strong communication, teamwork, and adaptability are standout soft skills that help interns integrate and contribute effectively. These abilities are crucial for making a positive impact, learning quickly, and supporting organizational goals during your internship.

What is the difference between Enterprise Internships vs Business Internships?

AspectEnterprise InternshipsBusiness Internships
Required CredentialsTypically students pursuing business, management, or related degreesSimilar; often students in business, marketing, or finance programs
Work EnvironmentLarge corporate offices, multinational companiesVaries from startups to established companies, often in office settings
Employer & Industry UsageCommon in large corporations across industriesWidespread across various industries including retail, finance, and consulting
Search & Comparison IntentInterested in corporate, structured internship programsLooking for general business internship opportunities

Enterprise Internships focus on large corporate environments with structured programs, while Business Internships encompass a broader range of companies and settings. Both target students in business-related fields but differ mainly in company size and scope.

What are popular job titles related to Enterprise Internships jobs in Indiana?

For Enterprise Internships jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Enterprise Internships jobs in Indiana look for?

The top searched job categories for Enterprise Internships jobs in Indiana are:

What cities in Indiana are hiring for Enterprise Internships jobs?

Cities in Indiana with the most Enterprise Internships job openings:

Enterprise Internships jobs near you
Infographic showing various Enterprise Internships job openings in Indiana as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution.

Sr. Director of Talent Management

The Heritage Group

Indianapolis, IN • On-site

Full-time

Re-posted 18 days ago

Job description

About The Heritage Group
The Heritage Group is a fourth-generation, family-owned business focused on construction and materials, environmental services and specialty chemicals. Over the last 90+ years, the Heritage portfolio has grown to include more than 50 companies that employ more than 6,000 people. What unites this diverse group of businesses and individuals is our commitment to create a safer, more enriching, and sustainable world by harnessing the power of family.
The Sr. Director of Talent Management is the enterprise-wide leader of The Heritage Group's Talent Management group, accountable for setting a multi-year strategy and leading its execution across talent management, leadership and learning development, succession planning, organizational effectiveness, and early-in-career programs. Leading a multi-team function, this role establishes the governance, standards, and measurement frameworks that guide enterprise talent decisions, holds decision authority for portfolio design, budget, technology, and vendor partnerships, and partners with executive leadership and business unit HR to translate THG's business strategy into integrated talent and organizational solutions. Outcomes are measured by improvements in leadership bench strength, succession health, internal mobility, leader effectiveness, retention of high-potential talent, and the overall employee experience across the enterprise.This position is based in Indianapolis, IN, and is hybrid. Qualified candidates must currently reside in the Indianapolis, IN area or be willing to relocate.
Essential Functions
  • Own and evolve the enterprise Talent Management strategy and long-term (3-5 year) capability roadmap, integrating performance management, succession planning, leadership development, learning, organizational effectiveness, and early-in-career programs into a unified, enterprise-owned strategy aligned to THG's business priorities and workforce needs.
  • Lead a multi-team function -including the Talent Management, Early-in-Career, Learning & Development, and Talent Management partnership for Corp./Envita-setting direction, coaching leaders of leaders, growing leadership capability within the function, ensuring functional succession, and holding teams accountable for measurable outcomes.
  • Partner with the VP of People, executive leadership, HR Business Partners, and business unit executives to identify enterprise capability gaps, design integrated talent and organizational solutions, and counsel executives on capability risk, talent investments, and organizational design choices.
  • Oversee design, deployment, and continuous improvement of leadership, professional, and learning programs that scale across THG business units, levels, and audiences, with measurable impact on leader effectiveness, capability gaps, and bench readiness.
  • Direct the enterprise approach to performance management, calibration, succession planning, and talent reviews, ensuring data-informed decisions, consistent practices across the organization, and measurable improvement in bench strength, succession health, and internal mobility.
  • Set the strategy and own the measurable outcomes for early-in-career programs (e.g., internships, rotational and development programs), building a sustainable, diverse talent pipeline and strengthening the employer brand across THG and its operating companies.
  • Hold enterprise governance and decision authority for the Talent Management portfolio-approving program design standards, technology investments, and policy-and chair the talent governance forums that align stakeholders on priorities, standards, and measurement frameworks.
  • Own the Talent Management functional operating budget, vendor selection and oversight, and external partnerships; serve as the accountable owner for portfolio-level resource allocation and ensure investments deliver measurable value.
  • Establish portfolio-level measurement and reporting-including bench strength, succession health, internal mobility rate, leadership readiness, retention of high-potential talent, and program ROI-and serve as an enterprise thought leader on talent and organizational effectiveness trends, shaping THG's people strategy and representing the function externally.
  • Additional duties and responsibilities as assigned, including but not limited to continuously growing in alignment with the Company's core values, competencies, and skills.
Education Qualifications
  • Required Bachelor's Degree Human Resources, Organizational Development, Business, Industrial/Organizational Psychology, or related field
  • Preferred Master's Degree

Experience Qualifications
  • Required 7-10+ years of progressive experience in Talent Management, Learning & Development, Organizational Development, or related Human Resources disciplines, including enterprise-scale program ownership.
  • Required 5+ years of leadership experience managing multiple teams and leaders of leaders within HR, talent, or L&D functions, with accountability for functional strategy, budget, and outcomes.
  • Required Demonstrated experience setting multi-year (3-5 year) enterprise talent strategy and translating it into integrated portfolio execution across talent management, succession planning, and leadership development.
  • Required Experience influencing executive leadership on enterprise capability investments, governance, vendor oversight, and organizational design choices tied to business outcomes.
  • Required Experience leading enterprise change management, organizational effectiveness, and process improvement initiatives across multiple business units, with measurable impact on adoption and performance.
  • Preferred Experience leading talent functions in a multi-business-unit, multi-site, or holding-company environment.
  • Preferred Experience building or relaunching early-in-career, internship, or rotational development programs.
  • Preferred Experience selecting, implementing, and optimizing talent technology platforms (LMS, performance, succession, or career development tools).
  • Preferred Experience leveraging talent and learning analytics to influence decisions and demonstrate program impact.

Skills and Abilities
  • Knowledge
  • In-depth understanding of enterprise talent management, organizational effectiveness, learning, and succession practices; mastery of governance, measurement, and HR policy frameworks required to guide a multi-team function, ensure compliance, and align talent investments to business strategy.
  • Skills
  • Strong skill in setting long-term talent strategy, leading leaders, exercising governance and budget authority, evaluating vendor and technology decisions, and improving enterprise processes related to talent, learning, and organizational effectiveness.
  • Abilities
  • Ability to lead a multi-team function through subordinate people leaders, make enterprise-level decisions under ambiguity, balance long-term capability building with operational delivery, and drive measurable outcomes in bench strength, succession health, internal mobility, and leader effectiveness.

Licenses and Certifications
  • SHRM-SCP, SPHR, or equivalent senior HR certification. Preferred
  • Certifications in talent assessments, executive coaching, or learning design (e.g., Hogan, DDI, ATD, ICF, Korn Ferry). Preferred

Working Conditions/Physical Demands
  • Work Environment
  • Primary work is performed in a professional office environment using standard office equipment such as computers, phones, and video conferencing tools.
  • Hybrid work arrangement supported, with regular in-office presence required to support collaboration, facilitation, and stakeholder engagement.
  • Schedule Expectations
  • Standard business hours, Monday through Friday, with occasional flexibility required to support program delivery, time-sensitive talent processes, or stakeholders across multiple time zones.
  • Travel Requirements
  • Up to 25% travel expected to business unit locations, learning events, and external conferences.
  • Physical Demands
  • Prolonged periods of sitting at a desk and working on a computer.
  • Occasional standing, walking, and the ability to lift up to 15 pounds (e.g., laptop, training materials).

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
#TheHeritageGroup

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