HR Manager

Capital Workforce Partners•Hartford, CT

10d

About The Position

The Human Resources Manager manages day-to-day HR operations and serves as the primary HR resource for employees and supervisors. The role administers recruitment, onboarding, benefits, leave, employee relations, HR records, training, and employment and benefit compliance. It works with Finance on payroll and retirement plan data and develops written procedures to ensure reliable coverage of recurring HR work. The Manager reports to the CFO and uses independent judgment in routine HR administration within approved policies and delegated authority. The role advises supervisors, makes recommendations on consequential personnel matters, and refers decisions requiring executive approval to the CFO or CEO. It also identifies when employment counsel may be needed and coordinates review through the designated executive. The position supervises an HR Assistant.

Requirements

Bachelor’s degree in human resources, business administration, or a related field, or equivalent relevant education and experience.
At least five years of progressively responsible HR experience, including substantial hands-on responsibility for employee relations, leave, benefits, payroll coordination, and employment and benefit compliance.
Working knowledge of federal and Connecticut employment requirements and sound judgment in recognizing when specialized legal advice is needed.
Experience managing confidential matters, advising managers, improving procedures, and maintaining accurate HR records and systems.
Strong communication, organization, analysis, and follow-through.
Proficiency with Microsoft Office and HRIS/payroll systems.

Nice To Haves

Experience with Paylocity and Employee Navigator.
SHRM-CP, PHR, or comparable HR certification.

Responsibilities

Serve as the primary HR resource for employees and supervisors on policies, employee concerns, performance, attendance, and conduct; advise supervisors on documentation and corrective action; and coordinate investigations and conflict resolution.
Recommend personnel actions to authorized decision makers, maintain confidential records, and follow up on approved actions.
Manage the performance review process, including calendars, forms, supervisor guidance, tracking, documentation, and follow-up on employee goals and development plans; coordinate engagement efforts and manager training.
Manage recruitment workflows, including job descriptions, approved hiring ranges, postings, interviews, selection records, and offer preparation; coordinate background checks and pre-employment steps; manage orientation and onboarding; advise hiring managers on equitable hiring practices; and maintain recruiting records.
Maintain accurate employee data in Paylocity and other HR systems; coordinate timely entry and verification of approved personnel changes, time off, and payroll deductions.
Review HR-related payroll inputs, timecard exceptions, benefit deductions, and leave coding; resolve discrepancies with Finance before processing deadlines; maintain documented Finance handoffs and review controls; respond to payroll questions with Finance; and provide records for audits and reconciliations.
Manage benefits enrollment, eligibility, qualifying events, open enrollment, communications, and coordination with Employee Navigator, brokers, and carriers; verify elections and contributions against payroll records and resolve discrepancies.
Coordinate 401(k) eligibility, enrollment, communications, census and compensation data, annual plan reporting, and audits with Finance and plan administrators.
Administer and track applicable federal and Connecticut family and medical leave, paid leave arrangements, disability benefits, PTO, and other leave programs; coordinate notices, medical certification handling, benefit continuation, return-to-work steps, and payroll communications while protecting medical confidentiality.
Facilitate the interactive accommodation process and escalate complex requests or potential disputes; manage unemployment claim responses, hearings, and records.
Generate and distribute routine financial reports from accounting systems and compile supporting documentation for internal and external reporting.
Maintain personnel files, separate confidential medical records, manage approved HR system access, and follow records retention requirements and organizational policies.
Maintain an HR compliance calendar for notices, training, reporting, policy reviews, deadlines, and follow-up; develop and maintain written HR policies and procedures for executive review and approval; train staff and supervisors on approved practices and monitor consistent use.
Monitor federal and Connecticut employment requirements and recommend policy or practice updates for approval.
Manage workers’ compensation class coding with Finance and the carrier or broker; review classifications against job duties, document proposed changes, reconcile employee and payroll information, and assist with audits.
Manage applicable OSHA recordkeeping, notices, and reporting; collect injury and illness information, determine requirements, complete logs and submissions, maintain records, meet deadlines, and promptly escalate serious incidents.
Prepare HR reports and metrics and coordinate HR portions of audits, insurance reviews, and compliance requests.
Plan and track required employee and supervisor training and coordinate professional development activities.
Support organizational communications and cross-department projects affecting employees, processes, or workplace culture.
Make routine HR decisions within approved policies and procedures; document recommendations and approvals and communicate final decisions through designated processes.
Recommend finalists, offer terms, starting pay, hiring ranges, pay exceptions, formal discipline, performance improvement plans, accommodations, policy changes, benefit design changes, vendor commitments, spending, policy exceptions, and workers’ compensation adjustments for required approvals.
Escalate allegations involving senior leaders, retaliation, discrimination, significant safety concerns, legal demands, material payroll errors, and matters outside delegated authority; follow alternate reporting processes when HR or the usual approver is involved.