HR Manager

Advanced Hospitality•Milford, CT

17d•Onsite

About The Position

The HR Manager is responsible for managing complex personnel matters on behalf of multiple clients in the Hospitality, Healthcare and Municipal sectors. This role focuses on employee relations, policy enforcement, conflict resolution, and compliance. The ideal candidate will have a strong background in handling sensitive HR issues, disciplinary actions, and investigations, managing a client relationship, and a general understanding of payroll and benefits.

Requirements

Work independently and as part of a team to improve the execution and delivery of all HR related programs and processes.
Strong operations management experience within all functions of onboarding and back-office operations and administration.
Ability to effectively manage multiple projects simultaneously while meeting onboarding deadlines.
Goal and revenue driven mindset with a positive and determined approach to research and analysis of onboarding operations.
Excellent communication skills and a proven track record of developing business relationships and full life cycle onboarding and retention.
Thorough understanding of HR matters, employment law, and conflict resolution.
Must be highly efficient in Microsoft software platforms.
Understanding of Onboarding Process efficiencies.
Provide exceptional customer service and human relations skills to interact positively from widely diverse cultural backgrounds at all levels of the organization.
High energy, positive “can-do” attitude, flexibility, teamwork, and attention to detail; high degree of initiative
Bachelor’s degree in human resources, Business, or equivalent experience in related field.
5+ years of HR experience with a strong focus on employee relations and personnel matters.
Familiarity with union environments, collective bargaining agreements, or public-sector labor practices are highly preferred.
Strong working knowledge of employment law (FMLA, ADA, Title VII, wage & hour, etc.).
Experience supporting multi-site or outsourced HR clients preferred.
HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.
Ability to develop, track and maintain departmental budgets.
Strong analytical computer skills with expertise in Microsoft Office, ATS, Onboarding platforms.
Ability to multi-task, prioritize, and effectively and independently manage projects.
High energy and positive attitude.
Ability to work independently and take and follow direction as needed.
Critical thinking and analytical skills.
Excellent written/verbal communication skills.
High energy and positive attitude.

Nice To Haves

Familiarity with union environments, collective bargaining agreements, or public-sector labor practices are highly preferred.
Experience supporting multi-site or outsourced HR clients preferred.
HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) preferred.

Responsibilities

Lead employee relations for assigned projects, including investigations, management coaching, progressive discipline and performance management guidance.
Advise clients on best practices for handling personnel issues fairly and legally.
Draft corrective action documentation and ensure appropriate follow-through when requested.
Respond to employee complaints, conduct internal interviews, and make recommendations for resolution.
Provide onsite HR Support at client locations as requested.
Support municipal clients with union matters, including interpretation of collective bargaining agreements (CBAs), grievance responses, and discipline within union guidelines.
Coordinate with legal counsel as needed to ensure union actions comply with labor laws.
Assist in preparing documentation for arbitration, negotiations, or labor board proceedings.
Review and enforce HR policies, handbooks, and procedures across clients to ensure consistency and legal compliance.
Maintain knowledge of federal, state, and local labor laws, including those specific to hospitality and public sector workplaces.
Provide support during government audits, investigations, or compliance checks.
Serve as a trusted advisor to clients on personnel matters and HR risk mitigation.
Maintain regular contact with site managers and supervisors to address workforce concerns.
Deliver coaching and training sessions on managing performance, handling complaints, and legal compliance.
Maintain detailed, accurate records of employee issues, investigations, and corrective actions.
Use HRIS and document management systems to process updates and produce personnel reports.
Draft memos, reports, and formal responses as needed.
Track metrics and deliverables across all client projects.