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.

Key Responsibilities

Talent Acquisition & Recruiting Ownership

• 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.

Manager Coaching & People Support

• 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.

Global Ways of Working & Local Execution

• 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.

Process Improvement & HR Operations

• 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.

Employee Relations & Employment Law Application

• 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.

Leveling: HRBP vs Senior HRBP

We may hire this role at HRBP or Senior HRBP level depending on demonstrated capability. Senior-level scope typically includes:

• Independently handling complex employee relations matters and investigations

• Applying employment law with confidence in higher-risk situations and guiding leaders through decisions

• Influencing leaders and improving manager practice consistency across teams

• Leading end-to-end execution of HR programs/cycles locally with measurable adoption and follow-through

What to Expect in This Role

This is a high-ownership role. You’ll thrive here if you enjoy:

• Taking initiative and driving work end-to-end, not waiting for direction

• Turning recommendations into execution: building the tools, running the rollout, and ensuring completion

• Coaching managers with clarity and follow-through

• Balancing global alignment with practical, compliant U.S. execution

Qualifications

• 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

Preferred

• Experience in SaaS/tech, mid-sized, or high-growth environments

• Comfort using recruiting/HR metrics to diagnose bottlenecks and drive improvements
  

Salary Range: $82,000-$130,000 + Incentive

This posting will close Tuesday, February 10th at 12 PM CT.

Employee Benefits

• Student loan repayment assistance

• Flexible work schedule, summer hours, and work from home options

• Profit sharing options

• Paid time off for community outreach and volunteer opportunities

• Yearly stipend for employee wellness, hobbies, or educational activities

• Dog-friendly work environment

• Competitive salary and benefits package

Who We Are

Established in 1985, Esker has grown into a leading provider of AI-driven process automation software with over 1,000 employees and 1,700 customers worldwide. Companies such as Arizona Cardinals Football Club, Whirlpool, Sony, Trek, Heineken, and many more use our cloud-based solutions to run more efficient and cost-effective business processes, improve customer and supplier relationships, increase employee productivity and morale, and enhance global visibility, scalability and compliance. Esker operates in five continents with global headquarters in Lyon, France, and two U.S. locations in Madison, WI, and Denver, CO.

Come as You Are 

Esker is an equal opportunity employer that celebrates diversity and is committed to maintaining an inclusive and mutually respectful work environment. We do not discriminate against any qualified applicants on the basis of: race, color, national origin, religion, age, sex, sexual orientation, gender identity or expression, pregnancy, disability, medical history, military or veteran status, and any other characteristic protected by applicable law.