Human Resources Business Partner

Stone Alliance Group•Fort Mill, SC

25d•Onsite

About The Position

Our client is seeking an experienced and proactive Human Resources Business Partner to lead all aspects of their human resources function. This role is ideal for a well‑rounded HR professional who thrives in a dynamic environment, enjoys building strong relationships across the organization, and can balance strategic thinking with hands‑on execution. You will serve as the primary HR partner to leadership and employees in their Americas region, ensuring their people practices support a healthy, high‑performing workplace as well as supporting Global HR initiatives and projects. This position is an onsite opportunity located in Fort Mill, SC. Our client is a global leader in child mobility, making family travel safer with their range of child seats and pushchairs. They have been setting new standards for the child safety industry for 50 years, thanks to their great people. Headquartered in Germany, the organization is home to production, logistics, administration, and one of the worlds most advanced crash-test facilities for child seats. Their mission: Every child has the right to be safe and our goal is to protect millions of children on the streets worldwide. They are looking for qualified candidates to make this a reality. Their strong corporate values - Care, Trust and Curious - make for a strong company culture.

Requirements

Bachelor's degree in Human Resources, Business Administration, or related field (Master's or HR certification preferred).
10+ years of progressive HR experience with generalist responsibilities.
Strong knowledge of employment laws and HR best practices.
Excellent communication, problem‑solving, and relationship‑building skills.
Ability to balance strategic thinking with hands‑on execution.

Nice To Haves

Experience in fast‑paced or growing environments is a plus.

Responsibilities

Employee Relations & Engagement Serve as the first point of contact for employee questions, concerns, and conflict resolution.
Coach managers on performance, communication, and team dynamics.
Lead employee engagement initiatives and support a positive, inclusive culture.
Recruitment & Talent Acquisition Manage full cycle recruiting: job postings, sourcing, interviewing, selection, and offers.
Partner with hiring managers to understand workforce needs and build strong talent pipelines.
Oversee onboarding to ensure a smooth, welcoming new hire experience.
Performance Management Administer performance review cycles and support managers in goal‑setting and feedback.
Identify performance gaps and collaborate on development plans.
Track and analyze performance trends to inform leadership decisions.
Compensation & Benefits Administer compensation programs, annual reviews, and job evaluations.
Manage benefits enrollment, employee education, and vendor relationships.
Ensure competitive and equitable pay practices.
HR Compliance & Policy Management Maintain compliance with federal, state, and local employment laws.
Update and enforce HR policies, employee handbooks, and procedures.
Manage investigations, documentation, and risk mitigation.
Training & Development Identify training needs and coordinate learning opportunities.
Support leadership development and succession planning.
Facilitate workshops on HR‑related topics (e.g., communication, compliance).
HR Operations & Reporting Oversee HRIS data accuracy, reporting, and analytics.
Manage payroll coordination and employee records.
Track HR metrics and provide insights to leadership.