Global HR Business Partner (HRBP)

Reeco•Miami, FL

About The Position

We’re looking for a dynamic, detail-oriented HR Business Partner to own the employee lifecycle end-to-end — from sourcing and hiring through onboarding and day-to-day HR support. You’ll be a trusted advisor to managers and leadership on everyday HR decisions and complex people matters, drive full-cycle talent acquisition, and help build a great employee experience across the organization. This is a great fit for someone who thrives on variety, enjoys owning processes end-to-end, and wants real influence over how a growing company builds its people function.

Requirements

4+ years in a similar HR or Talent role within a high-tech or startup environment (required)
Proven track record navigating complex stakeholder situations with sound judgment — performance issues, restructures, and other sensitive employee matters
Strong background in sourcing and full-cycle talent acquisition
Working knowledge of US employment law, including multi-state compliance, benefits, and I-9 requirements
Experience using people data (engagement surveys, attrition metrics, performance trends) to shape recommendations and influence leadership decisions
A track record of designing and executing people programs end-to-end (e.g., performance cycles, talent reviews, org redesigns) with measurable business outcomes
Comfort working across multiple stakeholders — managers, employees, finance/payroll, legal, and leadership
Strong interpersonal and communication skills, with the ability to build trust at every level of the organization
A proactive, service-oriented mindset and genuine passion for people and employee experience
Agile and adaptable, comfortable with shifting priorities in a fast-paced environment
Strong ownership and follow-through, from first step to last

Nice To Haves

Experience with Spark as a system admin — an advantage

Responsibilities

Partner with managers on employee relations matters, using sound judgment and escalating complex or sensitive issues to HR/People leadership when needed
Serve as an accessible, trusted point of contact for employees, balancing employee needs with business considerations and company policy
Build and apply HR policies with an eye toward compliance and risk reduction, managing employee relations issues across global teams
Ensure compliance with US employment law, including multi-state requirements, benefits administration, I-9 verification, and payroll interfaces
Own payroll inputs (new hires, terminations, comp changes, leave) and hand off to Finance for processing and payment
Build and maintain relationships with external partners — staffing agencies, universities, and professional networks
Own full-cycle recruiting: sourcing → hiring → onboarding
Proactively source candidates through direct outreach, networks, and creative channels — not just inbound applicants
Partner with hiring managers to define role requirements and identify ideal candidates
Act as a trusted advisor throughout the hiring process — challenging assumptions, bringing data-driven recommendations, and guiding decisions on role fit and hiring strategy
Build and maintain a strong talent pipeline for current and future hiring needs
Promote diversity, equity, and inclusion throughout the hiring process, ensuring a broad and representative candidate pool
Own end-to-end onboarding for new employees, from pre-boarding through orientation
Continuously improve the company’s global onboarding program across two sites
Own the offboarding process end-to-end, coordinating with managers and stakeholders for a smooth, professional, and compliant exit experience
Track onboarding/offboarding metrics and feedback, and turn insights into concrete process improvements
Help shape and drive employee experience initiatives — happy hours, team events, and other culture-building activities
Champion a positive, engaged workplace culture across sites
Administer our HR platform (Spark) — a strong advantage, not a requirement