Senior HR Business Partner

What's in it for you?
•    Opportunity to build HR from the ground up within a high growth business.
•    High visibility and strategic partnership with leadership.
•    Growth opportunities and career pathing.
•    Hybrid working model with strong local flexibility.
•    Ability to make a significant impact on culture, systems, and people development.

POSITION SUMMARY
The Senior HR Business Partner (Senior HRBP) will serve as the primary and sole HR leader for Comecer USA, responsible for building, improving, and executing HR processes in a fast-scaling service centric environment. This role blends hands-on, high-volume recruitment (approx. 70%) with HR partnership, people development, organizational design, culture building, and future HR infrastructure development.
This role is ideal for a strong recruiter ready to expand into broader HR leadership or an HR generalist with demonstrated recruiting strength and interest in owning HR end-to-end as the business scales.

KEY RESPONSIBILITIES
1. Talent Acquisition & Hiring (70%)
•    Lead full cycle recruitment for 10–15+ concurrent openings across technical, service, and administrative functions.
•    Proactively source, hunt, and engage passive candidates (especially in hard-to-fill engineering & technical roles).
•    Partner with hiring leaders to ensure timely movement through pipeline; push, follow-up, and drive accountability for interview and decision timelines.
•    Coordinate scheduling, interview structuring, and candidate engagement throughout the hiring process.
•    Build and optimize recruiting processes, ATS workflows, and selection tools aligned with ATS Recruitment Success Guidelines.
•    Support creation of job postings and role specific recruitment strategies.

2. HR Business Partnering
•    Serve as primary HR partner to the General Manager and local leadership team.
•    Provide guidance on employee relations, performance management, engagement, and change management.
•    Collaborate with global HR counterparts on corporate programs, policies, and compliance.

3. Onboarding, Training & Employee Experience
•    Build and execute a robust onboarding, training, and first-year development program for new hires.
•    Partner with leaders to develop role specific technical training, service capability development, and continuous improvement initiatives.
•    Support cultural development, recognition programs, and ATS aligned engagement practices across the North American team.

4. HR Operations & Compliance
•    Manage HR administration, including coordination with payroll and HR systems.
•    Maintain compliance with U.S. labor law, safety requirements, and ATS corporate policies.
•    Assist with organizational design, workforce planning, and future scaling of HR support.

5. Leadership & Culture Building
•    Drive adoption of ATS tools and programs (e.g., ATS Wins, performance processes, development frameworks).
•    Promote a culture of collaboration, accountability, and operational excellence.
•    Coach leaders on people leadership, effective communication, talent development, and team cohesion.

QUALIFICATIONS

Required
•    7–10+ years of HR experience including significant hands-on recruitment (full cycle sourcing & hiring).
•    Demonstrated experience in high-volume recruiting (technical, service, engineering, or similar roles).
•    Experience working in an industrial, technical services, or service organization.
•    Proven ability to work in startup like fast scaling environments where processes, systems, and structure are evolving.
•    Strong interpersonal confidence with the ability to push, influence, and drive accountability with busy operational leaders.
•    Experience in HR generalist functions (employee relations, coaching, performance, onboarding, engagement).
•    Ability to lead change, build processes from scratch, and act as a hands-on builder.
•    Ability to work onsite in Indianapolis on a hybrid schedule.

Preferred
•    Experience designing onboarding or training programs.
•    Advanced capability in sourcing and using talent tools (LinkedIn Recruiter, Boolean search, analytics).
•    Exposure to organizational design or scaling HR infrastructure.