Top HR Jobs in Hartford, CT

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

Provide HR advisory and engagement, assist with complex case management, support operational excellence projects, and collaborate cross-functionally to improve HR processes and employee experience. Respond to employee/manager inquiries, research sensitive issues, recommend process improvements, and contribute to strategic People Services initiatives.

Serves as the primary HR partner for global account executive organizations, aligning talent strategies with business objectives. Leads talent reviews, succession planning, organizational change, workforce planning, talent mobility, team effectiveness, and leadership development. Advises executives and managers on organizational design, role responsibilities, job leveling, employee experience, and performance. Coaches leaders, facilitates conflict resolution and team dynamics, and collaborates with HR centers of excellence on strategic initiatives.

Provide HR advisory via phone/chat, resolve complex employee cases, support process improvements and operational excellence, and collaborate cross-functionally to enhance the employee experience.

Provide front-line support for annual onboarding by conducting in-person Form I-9 verifications, maintaining and scanning I-9 records in Workday, performing quality reviews, scheduling appointments, responding to routine questions, escalating complex cases, and supporting high-volume onboarding events during an eight-week temporary period.

Provides administrative and operational HR support by coordinating employee programs, events, communications, training, compliance activities, records, HR systems, and engagement initiatives. Serves as a resource for employees and managers regarding HR procedures while supporting special projects and departmental operations. The role requires strong organization, communication, confidentiality, attention to detail, and proficiency with Microsoft Office.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Serve as strategic HR advisor to Operations leadership, guiding workforce planning, organizational design, change initiatives, and Connected Factory transformation. Provide hands-on operational HR support, drive adoption of new operating models, partner with HR Centers of Expertise, and deliver executive-ready analysis and recommendations to support engagement, capability building, and transformation across multi-site manufacturing operations.

Lead a small HR Compliance team to ensure federal and state employment regulatory compliance, oversee reporting (wage & hour, EEO, Section 503, VEVRAA, pay equity, I-9/eVerify, etc.), advise executives on risk mitigation, modernize processes through automation and AI, manage vendor relationships, and produce executive-level analysis and communications.

Support Talent Acquisition with I-9 auditing, interview scheduling, pre-employment checks, onboarding, data entry in Workday, reporting, and general administrative tasks to ensure compliance and a positive hiring experience.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

Partner with business leaders to deliver HR strategy and programs including talent management, performance coaching, employee relations, workforce planning, and change management. Advise on policies, support recruitment and retention initiatives, and drive people-related projects to achieve business goals.

Remote bilingual HR generalist supporting full employee lifecycle: recruitment, onboarding, employee relations, HR administration, compliance, performance reviews, and development. Acts as primary HR contact, maintains confidential records, ensures local labor law compliance, and supports employee engagement and HR projects.

Manage day-to-day HR operations and own payroll for Philippines-based staff: collect and validate timesheets, calculate pay and statutory contributions, maintain records, ensure Philippine labor law compliance, support onboarding/offboarding and employee relations, and improve HR/payroll workflows.

Supports employee lifecycle operations, including onboarding, offboarding, employee inquiries, HRIS transactions, compensation documentation, payroll coordination, benefits and leave administration, compliance reporting, training, and engagement initiatives. Maintains audit-ready records, resolves HRIS issues, creates employee-facing materials, and contributes to process improvements and enterprise-wide People Operations projects during a Workday transition.

Partner with property and operations teams to deliver HR solutions across recruiting, compensation, performance and talent management, employee relations, HRIS administration, compliance, and inclusion initiatives. Manage full-cycle recruiting, compensation modeling, talent development, leaves administration, HR reporting, job descriptions, onboarding/offboarding, HR communications, and process improvements.

Serve as HR Business Partner for the Grid Software product line, aligning HR strategy to business goals. Drive workforce planning, organizational design, change management, talent development, succession planning, and leadership coaching. Advise senior leaders, partner with CoEs and People Operations to implement HR programs, and scale solutions across regions to improve organizational effectiveness.

Owns the company’s People Operations function as its sole HR leader. Responsibilities include payroll and benefits administration, Rippling HRIS ownership, HR compliance, employee lifecycle management, onboarding and offboarding, performance-management support, recruitment coordination, employee relations guidance, audits, and benefits renewal. Partners with Finance, vendors, advisors, counsel, leadership, and employees to maintain accurate, compliant, scalable HR processes.

Provide multi-site HR support including payroll/benefits/timekeeping inquiries, recruiting and onboarding (including Intern/Co-op), HRIS data and reporting, records management, site coordination, vendor support, SharePoint content maintenance, and process improvement. Escalate complex or sensitive issues to HR partners.

Serve as an HR consultant and strategic partner to Staff Directors and staff, providing employee relations guidance, compliance, investigations, performance management, recruitment or compensation support, and HR policy interpretation. Partner with the HR team to develop policies, coach HR staff, support workforce planning, and participate in cross-functional projects. Support ministry objectives, raise financial support, and travel for required conferences.

As an HR Trainee, you will support daily HR tasks, assist in recruiting processes, and help manage internal communications and employee records.