Global HR Business Partner (HRBP)

About Us

Welcome to Reeco, where we’re transforming the back-of-house tech for the hospitality industry. Think of it like this: while hotels are all about luxury and convenience, their operations are often stuck in the ‘90s. From emailing suppliers to doing inventory with pen and paper – it’s outdated, inefficient, and expensive. That’s where we come in! With the power of AI, we help streamline operations for top brands like Hilton, Marriott, Hyatt, and IHG, so they can focus on what really matters – delivering amazing guest experiences while keeping everything running like clockwork.

Why Reeco

At Reeco, we live by our core values - Heart: Humility, Excellence, Ambition, Respect, Transparency, and Trust. We believe that by putting both heart and mind into everything we do, we can transform the hospitality industry. Join us and help build the future of hospitality tech.

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.

What You’ll Do

HR Partnering & Employee Relations

• 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

Talent Acquisition & Sourcing

• 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

Onboarding & Offboarding

• 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

Culture & Employee Experience

• Help shape and drive employee experience initiatives — happy hours, team events, and other culture-building activities

• Champion a positive, engaged workplace culture across sites

HR Systems

• Administer our HR platform (Spark) — a strong advantage, not a requirement

• 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 with Spark as a system admin — an advantage

• 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