Top HR Jobs in Hartford, CT

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Leads PwC’s HR Managed Services payroll team, overseeing global payroll operations, compliance, process improvements, and transformational change. Builds strategic client relationships, develops payroll policies and practices, mentors team members, promotes payroll technology adoption, and establishes industry-leading processes across global teams. The Director provides thought leadership, drives business growth, and maintains trusted relationships across diverse stakeholders.

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.

Supports HR operations, workforce administration, employee data management, payroll-related activities, payment file processing, audits, and issue resolution. Analyzes operational data, improves processes, maintains documentation, supports HR systems and controls, and collaborates with HR teams, business stakeholders, and vendors. Participates in cross-functional projects and leads smaller process enhancements to improve accuracy, efficiency, compliance, and employee experience.

Supports HR operations across employee advisory services, complex case management, operational improvement, and strategic collaboration. Provides guidance through phone, chat, and case channels; researches sensitive employee matters; recommends process enhancements; supports operational projects; and collaborates across People Services teams. The role requires strong communication, problem-solving, organization, attention to detail, and familiarity with HR systems and policies.

The Senior Manager, HR Business Partner advises Aetna Service Operations leaders on workforce planning, organizational design, talent management, succession planning, performance management, engagement, and organizational change. The role uses workforce data to provide recommendations, coaches leaders, partners with HR centers of excellence, supports colleague-related matters, and drives people initiatives across a complex, matrixed environment.

Partners with leadership to implement HR programs and processes for union and nonunion employees. Responsibilities include performance management, salary planning, staffing, retention, employee relations, development, collective bargaining agreement administration, union relationships, investigations, grievances, coaching, succession planning, recruiting support, process improvement, and special projects.

Supports HRIS maintenance, configuration, data conversion, testing, reporting, data integrity, integrations, and user support. Partners with HR, payroll, finance, benefits, compensation, IT, and international subsidiaries on system changes and transformative projects. Troubleshoots HR technology issues, manages support tickets, develops procedures and training, ensures regulatory compliance, and identifies opportunities for process improvement, automation, and operational efficiency.

Manages site-level human resources activities, including employee relations, recruitment, onboarding, performance management, compensation, benefits, compliance, investigations, leave administration, training, and policy communication. Coaches managers and employees, supports talent and learning programs, analyzes turnover, conducts exit interviews, and ensures accurate HR records. The role also advises on legal and regulatory requirements, administers corporate HR programs, and supports ITAR-related compliance.

Supports recruiting and applicant processing by explaining application procedures, reviewing applications, collecting candidate information, referring qualified applicants, scheduling interviews, administering tests, maintaining applicant records, communicating application status, and coordinating temporary worker orders with staffing agencies.

Provides comprehensive HR support in a matrix organization, including employee relations, talent management, organizational development, performance management, investigations, coaching, compliance, change management, and process improvement. Partners with managers and leaders to improve engagement, retention, and performance while implementing HR initiatives and managing competing priorities. Requires occasional travel between sites.

Rotational early-career HR program involving three assignments over two years. Participants support HR initiatives, lead analytics and process-improvement projects, facilitate training, build relationships with business groups, present project outcomes, and contribute to organizational transformation. The role requires relocation for at least one rotation and offers assignments across specified U.S. facilities.

Own global people operations and employee experience, including HRIS data management, onboarding, performance reviews, payroll, benefits, compliance, reporting, employment documentation, and EOR coordination. Partner with Finance, Legal, IT, Recruiting, Operations, and vendors to build scalable processes. Drive continuous improvement through analytics, AI, and automation while ensuring accurate employee data and effective employee support.

Manage core HR functions across the employee lifecycle, including onboarding, employee relations, performance management, development plans, compliance, policies, records, HR reporting, and employee engagement. Advise employees and managers, support performance review processes, maintain confidential HR data, ensure employment-law compliance, and lead HR initiatives and process improvements.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Owns performance management, total rewards, compensation and benefits, HR compliance, manager enablement, people-process tooling, and team development. The role leads annual and mid-year performance cycles, calibration, pay benchmarking, benefits renewals, multi-state compliance, manager resources, and automation. This player-coach position manages an HR Business Partner and a Total Rewards and People Analytics lead while improving process durability, adoption, efficiency, and organizational scalability.

Owns Launch Potato’s performance management, total rewards, HR compliance, manager enablement, people-process tooling, and HR team development. The role leads annual and mid-year performance cycles, compensation and benefits programs, multi-state compliance, calibration, manager resources, and process automation. This player-coach position manages an HR Business Partner and Total Rewards and People Analytics lead while improving scalable people systems for a growing remote-first organization.

Administer Workday Learning as the business-side owner of learning catalogs, campaigns, enrollments, completions, reporting, compliance evidence, security, and related business processes. Execute annual training programs, automate manual administration, manage eligibility rules and content, support SOX and audit readiness, and escalate complex configuration or integration issues to HR technology teams.

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.

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.

Participate in a paid, remote interview about your SMB’s payroll and HR software stack. Discuss administrative workflows, employee data and compensation management, software features, integrations, usability, competitor platforms, and challenges faced by SMB HR teams. Participants should be active HR, payroll, operations, or business professionals with direct experience evaluating, implementing, or administering HR and payroll systems.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Provides on-site HR support to faculty and staff, serves as a resource for routine HR questions, coordinates recruitment, hiring, onboarding, contracts, appointments, compensation, employee lifecycle transactions, records, orientations, and HR projects. Collaborates with Academic Affairs, Finance, Payroll, IT, and other departments to ensure accurate and timely personnel processes while maintaining confidential employee records.