Top HR Jobs in Hartford, CT

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

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.

Partners with organizational leaders to develop HR strategies that improve engagement, retention, performance, leadership development, and workforce effectiveness. Coaches managers, handles complex employee and labor relations matters, conducts investigations, supports workforce planning and organizational change, analyzes HR metrics, oversees onboarding, and collaborates with HR Centers of Excellence to improve the employee experience.

Owns Crowe’s contingent worker and contractor management lifecycle, including worker classification, requisitions, SOWs, onboarding, extensions, compliance obligations, offboarding, records, audits, and risk controls. Advises business leaders and partners with Legal, Talent, Finance, and other stakeholders to ensure compliant engagement practices. The role also improves contractor lifecycle procedures, reporting, controls, and stakeholder communications across business units.

Provides comprehensive HR partnership to regional leaders and employees across employee relations, performance management, recruiting, workforce planning, talent development, compliance, engagement, onboarding, and HRIS administration. Uses workforce data and analytics to inform decisions, supports payroll and benefits inquiries, maintains accurate records, improves HR processes, and helps implement policies and initiatives. The role serves facilities in Bristol and SECON, Connecticut, with approximately 25–35% travel.

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.

Leads human resources strategy for supply chain facilities, including full-cycle recruiting, talent assessment, retention initiatives, employee relations, training, and workforce metrics. Manages and develops HR Business Partners, builds location-specific talent pipelines, supports conflict resolution and investigations, and partners with facility leadership on human capital priorities. The role is conducted remotely and requires travel to buildings and partnership locations.

Leads the HR function for a growing, multi-state veterinary company. Responsibilities include HR strategy, M&A due diligence and onboarding, talent acquisition, employee relations, compensation, benefits, payroll, learning and development, compliance, and employee engagement. The director will build the HR team, establish scalable processes, manage vendors and benefits programs, develop hiring pipelines, implement AI tools, and support senior leadership initiatives.

Provides strategic and hands-on HR support for a remote, multi-state workforce. Advises leadership and employees on personnel matters, accommodations, FMLA, employment compliance, and team development. Researches state-specific requirements, identifies issues requiring legal counsel, supports training programs, and serves as a confidential HR contact. This is a flexible fractional engagement of up to 10 hours per month.

Provides HR administrative and recruiting support, including resume and application screening, pre-screening interviews, applicant tracking, job postings, offer letters, drug-screen and background-review processing, hiring paperwork, immigration compliance, E-Verify, data entry, and candidate communications. Maintains confidential information, supports hiring managers, conducts compliance audits, and applies employment policies and regulations.

Provides routine administrative and clerical support to Human Resources, including responding to inquiries, processing employee documentation, data entry, document imaging, file maintenance, and confidential information handling. Uses multiple computer systems and HR software while ensuring accurate, timely work and compliance with company policies and applicable regulations.

Own day-to-day HR operations for a fully remote, multi-state workforce. Responsibilities include onboarding, offboarding, benefits and HRIS administration, employee records, reporting, performance review coordination, compliance, leave administration, policy development, employee relations, manager support, and culture initiatives. The role partners with a PEO and fractional Chief People Officer while building scalable HR processes in a growing company.

Leads the design and domain ownership of AI agents for enterprise HR operations, including payroll, time, benefits, and employee changes. Tailors solutions for customer policies and systems, supports implementations and escalations, and represents the company in executive workshops, demos, RFPs, and market engagements. The role requires deep HR operations expertise, HR technology implementation experience, compliance knowledge, process automation judgment, and the ability to translate complex HR processes into accurate agent behavior.

Supports global HR operations as a first point of contact for employee queries, onboarding, offboarding, employee changes, benefits administration, records maintenance, compliance, reporting, and HR technology. Partners with HR, talent acquisition, payroll, IT, facilities, and finance teams, contributes to HR projects and culture initiatives, and helps improve HR processes and automation.

Serves as a strategic HR advisor to leaders across the organization, shaping workforce planning, organizational effectiveness, talent strategies, employee experience, and HR programs. Uses HR systems, data, analytics, and emerging AI technologies to inform decisions and improve processes. Leads cross-functional HR initiatives, change management, compliance efforts, and stakeholder engagement while supporting talent attraction, development, engagement, and retention.

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.

Supports employee relations, onboarding and offboarding, HR compliance, payroll assistance, employee satisfaction surveys, policy updates, reporting, HR documentation, and special projects. The role advises managers and employees, addresses performance and disciplinary matters, maintains HR records, and supports day-to-day office and people operations in compliance with California and federal employment laws.

Provides strategic HR partnership to business directors and senior leaders across a complex, multi-site logistics operation. Responsibilities include workforce planning, organisational design, talent and succession, leadership development, employee relations, change management, people analytics, and coaching HR professionals. The role translates business priorities into measurable people strategies, supports senior decision-making, and requires regular travel across the South and East Midlands.

Leads the organization’s strategic and operational HR functions, including workforce planning, talent acquisition, employee relations, compliance, performance management, organizational development, compensation, benefits, and leadership development. Partners with executives to align human capital strategy with business objectives, oversees HR staff and operations, manages employment law compliance, and supports a consistent, accountable workplace culture across multi-site logistics operations.

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.

Supports Human Resources Administration through data analysis, reporting, dashboard creation, visualization, process testing, regulatory compliance, risk mitigation, and system enhancements. Develops queries, validates data, documents procedures, creates training materials, researches HR system functionality, and partners with HR Technology and other teams to improve processes and data integrity.

Human Resources and Legal Interns train with department staff, perform supervised assignments and projects, gain experience with functional tools, and support assigned departmental work. The role requires compliance with laws and company policies, problem-solving, organization, communication, independent work, and teamwork. This internship is aligned with Human Resources Administration and is intended for students or recent graduates in relevant fields.

Own the company’s global employee lifecycle and recruiting function. Responsibilities include building HR policies and compliance infrastructure, managing onboarding and offboarding, coordinating payroll and contractor agreements, establishing performance and compensation processes, handling employee relations, and partnering on workforce planning. The role also owns full-cycle recruiting across technical and nontechnical positions, including sourcing and screening engineers, configuring Greenhouse, and designing effective interview processes. This is a remote contract role requiring professional English and U.S. business-hours availability.

Leads human resources strategy and execution across two manufacturing sites. Responsibilities include workforce planning, recruiting, retention, employee relations, onboarding, training, performance management, succession planning, compliance, benefits, safety, workers’ compensation, engagement, and culture initiatives. Partners with site and corporate leaders to improve employee experience, support operational goals, and ensure compliance with employment laws and ITAR/EAR regulations. The role is primarily on-site, split between Eastford and Manchester, Connecticut.