Pomfret - Human Resources Business Partner

Central Wire•Pomfret, CT

6d•Onsite

About The Position

As the only fully integrated maker of premium quality wire, rope, and assemblies, Loos & Co holds a leading position in the global aerospace sector. A division of the Central Wire (CWI) Group of Companies encompassing 12 locations in three countries, 750+ employees, and over six decades of excellence, Loos & Co solutions are found in mission critical flight control applications. Our precision-manufactured components are also used for defense, med tech, and heavy industry purposes around the world, in large part because of the people behind our products. If you have a passion for customer success and want to grow with a dynamic company that offers opportunities to reach your full potential, we want to hear from you. We’re seeking a Human Resources Business Partner to join our fast-paced Human Resources team in Pomfret Center, CT. The Human Resources Business Partner serves as a key trusted partner and advisor to operations and leadership, delivering the full range of HR services in a dynamic manufacturing environment. This mid‑level role supports the entire employee lifecycle – from workforce planning, attraction, and recruiting through onboarding, employee relations, leave administration, engagement, and talent development – while ensuring compliance with federal and Connecticut employment and labor laws. The Human Resources Business Partner plays a key role in fostering a culture of safety, excellence, belonging, performance accountability, workforce stability, and continuous improvement and operates with minimal supervision to investigate and resolve complex employee relations, compliance, and other operational HR matters without routine escalation.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
3–6 years of progressive HR business partnership experience, preferably in a manufacturing or industrial environment.
Working knowledge of FMLA, ADA, wage and hour laws, and Connecticut employment requirements.
Experience supporting hourly workforces and partnering with frontline supervisors.
Ability to work in a manufacturing environment, including walking the plant floor.
Occasional off‑shift or after‑hours support as business needs require.

Nice To Haves

SHRM‑CP or PHR certification.
Experience with multi‑shift or union‑adjacent environments.
Proficiency with HRIS, timekeeping, and applicant tracking systems.

Responsibilities

Partner with operations and leadership to understand workforce needs and develop recruiting strategies for hourly and salaried roles.
Manage end‑to-end recruiting processes including job postings, candidate sourcing, screening, interviewing, and offer coordination.
Analyze recruiting metrics and labor market trends to improve hiring effectiveness and time‑to-fill.
Support employer branding and community outreach initiatives aligned with manufacturing talent pipelines.
Design, administer, and continuously improve onboarding programs to ensure a positive, compliant, and engaging new‑hire experience.
Coordinate orientation, training completion, and assimilation into plant culture and safety expectations.
Support internal mobility, promotions, transfers, and offboarding processes.
Administer and track attendance programs in partnership with operations leadership.
Manage leaves of absence including FMLA, CT Paid Family and Medical Leave (CT PFML), ADA accommodations, military leave, and company‑provided leaves.
Serve as a point of contact for employees and managers regarding leave eligibility, documentation, and return‑to-work coordination.
Partner with operations leaders and supervisors to address employee relations issues, conduct investigations, and support performance management processes.
Guide leaders on corrective action, policy interpretation, risk assessment, and consistent application of workplace standards.
Promote a culture of respect, inclusion, engagement, and accountability aligned with company values.
Participate in the design, administration, and communication of rewards and recognition programs that support retention and high performance.
Support annual and off‑cycle compensation processes in coordination with HR leadership.
Assist with benefits administration and vendor coordination as needed.
Support leadership development programs, training initiatives, and career pathing efforts.
Participate in talent reviews and succession planning activities.
Assist in workforce analytics related to engagement, turnover, and development outcomes.
Ensure HR practices comply with federal, Connecticut, and local employment laws and regulations.
Maintain accurate employee records in HRIS systems and support audits and required reporting (e.g., EEO‑1, OSHA logs).
Analyze and report HR metrics related to turnover, absenteeism, engagement, and staffing trends.