HR Business Partner

Company Description

Enviri Corporation is a market-leading, global provider of environmental solutions for industrial, retail and medical waste streams, and innovative equipment and technology for the rail sector. We have an unrivalled breadth of experience across the globe and an impressive reputation stretching back more than a century. Based in Camp Hill, PA, with more than 13,000 employees and the company operates in more than 30 countries.

About Enviri GSC

Harsco GSC handles a wide range of services, finance and accounting shared services, global HR shared services, providing IT Service and helpdesk support and market research support to Harsco globally. We are Operating since 2008 & Serving 30+ Countries

Job Description

Summary: The HR Business Partner will work closely with business leaders to align HR strategies with organizational objectives. The role involves driving core HR initiatives across workforce planning, performance management, employee engagement, and change management, while ensuring operational excellence, governance, and continuous improvement.

Key Responsibilities:

Strategic HR Business Partnering

• Partner with business leaders on workforce planning, manpower budgeting, succession planning, and organizational restructuring.

• Provide strategic inputs for new business lines, scale-up initiatives, and change management programs.
• Support leadership in building high-performing teams aligned with business priorities.

Talent Management & Performance

• Drive performance management processes, including goal setting, reviews, feedback mechanisms, and calibration.
• Design and implement talent development initiatives, career progression frameworks, and learning interventions.
• Establish and manage performance mechanisms for new and emerging business lines.
  
  Employee Engagement, Retention & Rewards
• Lead attrition analysis, retention strategies, and employee engagement programs.
• Own Rewards & Recognition (R&R) programs end-to-end, ensuring alignment with performance and culture.
• Manage employee grievance handling and foster a positive employee relations environment.

HR Operations & Employee Lifecycle

• Oversee end-to-end employee lifecycle management, including onboarding, exits, and exit interviews.
• Ensure accurate maintenance of employee databases, personnel records, HR letters, certificates, and documentation.
• Drive continuous improvement in recruitment quality and reduction in turnaround time (TAT).

Governance, Policies & Compliance

• Review, redesign, and implement HR policies, processes, and guidelines in line with business and statutory requirements.
• Ensure consistent application of HR policies across departments.

HR Analytics, MIS & Reporting

• Own HR MIS and dashboards, providing insights on headcount, attrition, performance, engagement, and workforce trends.
• Prepare and present periodic HR reports for leadership, including quarterly and annual summaries.
• Leverage advanced Excel skills (VLOOKUP, HLOOKUP, dashboards) for data analysis and reporting.

Communication & Culture Building

• Lead internal and external HR communications, including quarterly newsletters and HR annual reports.
• Plan and execute organizational events such as annual awards, employee engagement activities, wellness initiatives, and town halls.

Qualifications

Education

• 10 years of experience in HR, with exposure to HR Business Partnering
• Experience supporting business managers and cross-functional teams
• MBA/PGDM in Human Resources or equivalent

Required Skills:

• Strong understanding of HRBP and HR operations
• Good stakeholder management and problem-solving skills
• Data-driven approach with strong Excel, reporting and presentation skills
• Effective communication and employee-handling abilities
• Ability to manage multiple priorities in a fast-paced environment

Additional Information

Disclaimer

The information about this job description given above has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.