HRBP or Senior HRBP

Esker U.S.•Middleton, WI

6d•$82,000 - $130,000

About The Position

This role reports to the U.S. Director of HR and is a key member of the U.S. HR team. As the organization transitions into a more unified global operating model, you will contribute as a member of a global HR team by executing priorities locally—translating shared standards into practical steps amid evolving structures, enabling managers, and ensuring strong follow-through across U.S. teams. This is a high-ownership role with two core focuses: end-to-end recruiting for assigned teams and manager coaching/employee relations support. We’re looking for someone who brings strong judgment, initiative, and execution; someone who turns plans into completed work and helps leaders and employees take clear, accountable next steps.

Requirements

Demonstrated ability to manage multiple full-cycle recruiting requisitions while maintaining speed, quality, and candidate experience
Demonstrated ability to coach managers through performance, documentation, and tough conversations
Working knowledge of employment laws and the ability to apply them in real situations (not just theory)
Experience improving workflows/processes (templates, SOPs, checklists, operating rhythm) with follow-through to adoption
Comfortable operating independently, prioritizing effectively, and keeping stakeholders aligned through clear communication

Nice To Haves

Experience in SaaS/tech, mid-sized, or high-growth environments
Comfort using recruiting/HR metrics to diagnose bottlenecks and drive improvements

Responsibilities

Own full-cycle recruiting for assigned teams (intake through offer).
Lead strong intake meetings that clarify success profile, competencies, non-negotiables, interview plan, and timeline.
Proactively identify sourcing needs; adjust strategies when pipelines are weak.
Drive recruiting momentum: ensure feedback is captured, decisions are made, and candidates are managed with clear communication.
Monitor recruiting funnel health (time-to-fill, time-in-stage, conversion); identify bottlenecks and implement process fixes.
Coach hiring managers on structured interviewing and selection; support effective offer management and smooth onboarding handoff.
Serve as the primary HR partner for assigned teams, providing practical manager guidance and coaching.
Coach managers on expectations, feedback, documentation, and performance conversations.
Support early-stage employee relations issues with appropriate judgment, documentation discipline, and follow-through.
Help managers translate concerns into clear plans, action steps, and timely progress—reinforcing accountability and growth.
Conduct stay interviews and exit conversations; identify trends and drive practical improvements.
Execute global HR programs and cycles locally, ensuring timelines, completion, and adoption.
Translate shared standards into local workflows, templates, manager guidance, and communications—and run implementation end-to-end.
Surface U.S. requirements (legal/compliance, operational constraints, employee relations realities) to strengthen how programs land.
Track actions and close loops so initiatives actually stick.
Standardize and document HR processes, templates, SOPs, and checklists.
Identify recurring friction points and implement improvements independently (process, tools, handoffs).
Maintain accuracy and discipline in ATS/HRIS and associated documentation.
Strengthen onboarding/offboarding and manager-facing workflows for consistency and efficiency.
Apply employment laws and company policy in difficult personnel situations with practical judgment and strong documentation.
Conduct or support investigations and ensure thorough, timely follow-through; escalate higher-risk matters appropriately.
Provide guidance on ADA/FMLA requests in partnership with payroll/benefits as needed.