Senior Human Resources Manager

Central Wire•Pomfret, CT

15h•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 Senior Human Resources Manager to join our fast-paced HR team in Pomfret, CT. CWI is seeking a Senior Human Resources Manager to serve as a strategic and operational HR leader within a manufacturing environment. This role requires a seasoned people leader with deep expertise in employment and labor law, extensive experience leading complex agency actions, and a proven ability to develop leadership capability at scale. The ideal candidate brings strong manufacturing, industrial, or fulfillment center experience, demonstrated success managing HR teams, and the credibility to partner with senior operations leaders while navigating a highly regulated, fast-paced environment. An employment or labor law background (JD strongly preferred) is highly desirable.

Requirements

10+ years of progressive HR experience, including significant leadership responsibility.
Demonstrated experience in a manufacturing or industrial environment supporting large, operational workforces.
Extensive hands-on experience managing employment and labor agency actions (EEOC, DOL, OSHA, NLRB, state agencies).
Proven experience leading and developing HR teams.
Strong working knowledge of employment law, investigations, disciplinary processes, and risk management.
Experience building and delivering leadership development programs and talent pipelines.
Ability to operate confidently with senior leaders in a fast-paced, results-driven environment.

Nice To Haves

Juris Doctor (JD) with background in employment or labor law strongly preferred.
Prior experience as an employment or labor attorney, or in a role requiring direct legal interpretation and application.
Experience supporting manufacturing or industrial environments.
Lean, Six Sigma, or continuous improvement exposure.
Multi-site manufacturing HR leadership experience.

Responsibilities

Serve as a trusted advisor to senior manufacturing and operations leadership, aligning HR strategy with business objectives, workforce planning, and operational priorities.
Lead and develop a high-performing HR team, setting clear expectations, coaching leaders, and building a strong HR bench.
Drive consistency, rigor, and accountability across HR practices while balancing business agility.
Lead and manage employment and labor-related agency matters, including but not limited to: EEOC, DOL, OSHA, NLRB, state labor agencies, and unemployment proceedings.
Act as the primary HR owner for investigations, agency responses, audits, hearings, mediations, and litigation support.
Partner closely with internal and external counsel; independently assess risk and recommend pragmatic, business-aligned solutions.
Ensure compliance with federal, state, and local employment laws, including FMLA, ADA, wage and hour, accommodations, leaves, and disciplinary actions.
Design and enforce consistent disciplinary, investigation, and escalation frameworks across manufacturing operations.
Support large, often non-exempt employee populations in a manufacturing, industrial, or fulfillment center setting.
Partner with operations leaders on attendance, performance, safety, and workforce engagement challenges.
Provide guidance on labor relations issues.
Ensure HR practices support productivity, safety, and operational continuity.
Design, implement, and continuously improve leadership development programs, including:
Frontline supervisor and manager training
High-potential and succession-focused leadership programs
New leader assimilation and onboarding experiences
Lead talent reviews, succession planning, and performance management processes.
Build leadership capability across all levels, with a strong focus on decision-making, communication, accountability, and people leadership.
Lead organizational design, workforce planning, and change management initiatives.
Diagnose people and performance issues; use data and insight to recommend structural or process improvements.
Drive engagement, retention, and culture initiatives within manufacturing operations.