HR Manager

Capital Workforce Partners Inc•Hartford, CT

11d•$76,000 - $86,000

About The Position

The HR Manager manages day-to-day human resources 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. The Manager collaborates with Finance on payroll and retirement plan data and develops written procedures to ensure reliable coverage of recurring HR work. Reporting to the CFO, the Manager exercises independent judgment in routine HR administration within approved policies and delegated authority. The role advises supervisors, develops recommendations on significant personnel matters, and escalates decisions requiring executive approval to the CFO or CEO. The Manager identifies when employment counsel is needed and coordinates legal review through the designated executive. The position supervises the 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 is helpful.
SHRM-CP, PHR, or comparable HR certification preferred.

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 employee performance review process, including calendars, forms, supervisor guidance, completion tracking, documentation, and follow-up on goals and development plans; coordinate employee engagement efforts and manager training.
Manage recruitment workflows, including job descriptions, approved hiring ranges, postings, interview coordination, selection records, and offer preparation.
Coordinate background checks and other authorized pre-employment steps; manage orientation, required forms, system setup, and onboarding follow-up; advise hiring managers on consistent and equitable hiring practices and maintain recruiting records.
Maintain accurate employee data in Paylocity and other HR systems; coordinate timely entry and verification of approved hires, changes, terminations, 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 segregation of duties; respond to employee payroll questions and provide records for audits and reconciliations.
Manage benefit enrollment, eligibility, qualifying events, open enrollment, communications, and coordination with Employee Navigator, the broker, and carriers; verify elections and contributions against payroll records and resolve discrepancies.
Coordinate 401(k) eligibility, enrollment, required communications, and census and compensation data with Finance; support annual plan reporting and audits by assembling HR records and reviewing HR-supplied data.
Administer and track applicable federal and Connecticut family and medical leave, organizational paid leave arrangements, disability benefits, PTO, and other applicable leave programs; coordinate notices, medical certification handling, benefit continuation, return-to-work steps, and payroll communication while protecting medical confidentiality.
Facilitate the interactive accommodation process and escalate complex requests or potential disputes; manage unemployment claim responses, hearings, and related 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, HR system access, and retention practices in accordance with requirements and organizational policies.
Own an HR compliance calendar covering required notices, training, reporting, policy reviews, deadlines, and follow-up; develop and maintain written HR policies and procedures for executive review and approval; train supervisors and staff on approved practices and monitor consistent use.
Monitor federal and Connecticut employment requirements and recommend policy or practice updates for approval.
Manage employee 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 workers’ compensation audits.
Manage applicable OSHA recordkeeping, workplace notices, and reporting; coordinate collection of injury and illness information, determine recording and reporting requirements, complete required logs and submissions, maintain supporting records, and escalate serious incidents promptly.
Prepare HR reports and metrics and coordinate HR portions of audits, insurance reviews, and other 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, plan terms, procedures, and delegated authority; 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, unbudgeted spending, policy exceptions, and workers’ compensation classification changes for appropriate approval.
Promptly 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.
Supervise the HR Assistant.