Top HR Jobs in Hartford, CT

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

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

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.

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.

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.

Lead PwC's HR Managed Services payroll practice: build and maintain global client relationships, drive payroll transformation and compliance, analyze and optimize payroll processes, mentor and develop teams, and promote payroll technology adoption.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

Senior HR business partner supporting Engineering and Operations. Advise leaders on employee relations, engagement, workforce planning, leadership development, investigations, compliance, and change management. Drive HR programs, monitor engagement risks, support recruiting/retention, and lead special projects to improve organizational performance and culture.

Serve as HR business partner for ~1,900 union and nonunion employees. Implement HR programs, manage performance, salary planning, staffing, employee relations, collective bargaining administration, grievances, coaching, succession planning, recruiting/retention, process improvements, and lead special projects.

The HR Business Partner manages HR functions at the plant, addresses employee relations, compliance, talent management, and supports leadership in enhancing employee engagement and organizational efficiency.

Manage end-to-end reasonable accommodation casework under the ADAAA: intake, review medical documentation, coordinate with employees, managers, and stakeholders, conduct interactive discussions, escalate complex cases, maintain records for audits, and partner with facilities, EH&S and technology teams. Provide communications and guidance and report to the Manager, HR Services.

Serve as the primary employee relations advisor across a multi-state healthcare organization. Lead investigations, coach leaders on performance management and corrective action, maintain compliant documentation, steward employee policies and handbook, support multi-state compliance, partner with legal and HR teams, and assist with M&A integration and change management. Travel within the Mid-Atlantic (up to ~20%) and support distributed sites.

The Human Resources Director will shape HR strategy, lead HR operations, enhance employee engagement, and drive organizational change across North America while advising senior leadership and overseeing compliance.

Serve as an HR liaison and strategic partner to affiliate leadership, advising on employee relations, workforce planning, retention, performance management, investigations, compliance, succession planning, and HRIS data. Lead HR initiatives, training, policy interpretation, and collaborate with legal counsel and HR team to improve HR operations and organizational effectiveness.

The Human Resources Specialist provides support in employee training, onboarding, document management, and upholds confidentiality while ensuring compliance with policies.

Serve as a senior HR advisor for Enabling Functions, leading talent strategy, organizational design, change management, workforce planning, leadership development, and initiatives to build capability, engagement, and high-performing teams across multiple business units.

Serve as a strategic HR advisor to U.S. leaders, driving organizational design, talent management, performance, and employee relations. Partner cross-functionally on hiring, workforce planning, succession, and change initiatives. Use workforce data and AI tools to inform recommendations, automate HR processes, improve operations, and foster an inclusive culture.

Senior HR executive role partnering with the President and leadership to drive organizational effectiveness, workforce planning, leadership development, culture change, talent strategy, and adoption of AI-enabled HR tools. Leads transformation, succession planning, employee engagement, and a high-performing HR team in a global, matrixed SaaS environment.

Provide autonomous HR generalist support across international markets: develop and localize policies and contracts, ensure statutory compliance, build SOPs and HR capability, manage employee relations and lifecycle processes, standardize HR reporting, own onboarding, and maintain organized HR records across jurisdictions.

Lead and oversee HR service delivery across the employee lifecycle, executing complex Workday/HRIS transactions, coordinating projects and process improvements, producing reports and metrics, ensuring compliance and audit readiness, and partnering with cross-functional teams to maintain data integrity and operational excellence.

Lead Workday governance, roadmap, and end-to-end delivery of HR system enhancements. Combine project management and business analysis to elicit requirements, design Workday solutions, manage risks, coordinate testing and deployment, and drive stakeholder alignment and adoption across HR, IT, and business partners.

This internship role seeks students to work as HR Managers, focusing on networking, finding partners, and creating business opportunities.

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.

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.

Serve as the strategic HR Business Partner for the Commercial organization, advising senior leaders, supporting sales-focused programs (incentive plans, onboarding), leading org design and workforce planning, driving talent strategy, performance management, and employee relations. Provide data-driven insights, deliver presentations, mentor junior HRBPs, and collaborate with L&D, Compensation, and Operations. Travel approximately 10–20%.