HR Business Partner - Enterprise Support

RHI Magnesita•West Manchester Township, PA

About The Position

The HR Business Partner (HRBP) – Enterprise Support plays a critical role in strengthening the People & Culture (P&C) function by driving cross‑functional alignment, supporting region and global wide initiatives, and ensuring seamless collaboration between Centers of Excellence (COEs) and frontline HRBPs. This role focuses on building organizational capability, optimizing HR processes, supporting client groups as required and enhancing the employee experience across all business units. The ideal candidate is a relationship‑builder, systems thinker, and proactive problem‑solver who thrives in a dynamic environment and enjoys learning the full breadth of business operations.

Requirements

Strong relationship‑building and communication skills with the ability to influence without authority.
Demonstrated experience supporting cross‑functional projects or enterprise initiatives.
Ability to navigate ambiguity, manage multiple priorities, and work collaboratively in a matrixed environment.
Curiosity and eagerness to learn all aspects of the business and HR.
Strong analytical, organizational, and problem‑solving skills.

Nice To Haves

Experience managing or coordinating third‑party vendors is a plus.

Responsibilities

Build strong, trust‑based relationships with frontline HRBPs, COE leaders, and business stakeholders across all functions.
Serve as a liaison between COEs (Talent, Total Rewards, Learning, etc.) and HRBPs to ensure consistent communication, alignment, and execution of regional and global initiatives.
Facilitate knowledge‑sharing and collaboration across the HR community to strengthen cohesion and reduce silos.
Support the planning, coordination, and execution of HR projects, ensuring timelines, deliverables, and communication plans are met.
Partner with COEs to operationalize new programs, policies, and tools across the organization.
Track progress, identify risks, and escalate issues to ensure successful implementation.
Develop a deep understanding of all business functions, their operating rhythms, and their talent needs.
Use insights gained from cross‑functional exposure to inform HR recommendations and improve regional HR solutions.
Support HRBPs with data, insights, and context that strengthen their partnership with business leaders.
Identify opportunities to streamline, simplify, and standardize People & Culture processes across the employee lifecycle.
Partner with COEs to refine workflows, documentation, and communication to improve efficiency and user experience.
Monitor adoption of new processes and gather feedback to drive continuous improvement.
Manage relationships with external HR vendors, consultants, and service providers.
Ensure vendor performance aligns with expectations, SLAs, and organizational needs.