Top HR Jobs in Hartford, CT

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.

Partners with business leaders and HR Centers of Excellence to execute talent strategies, improve organizational capability, support workforce planning, guide organizational change, and enhance employee engagement. Leads talent management, compensation, performance, and retention initiatives while advising managers on HR policies, employment practices, employee relations, and compliance. Analyzes organizational data and supports consistent HR process implementation across geographically distributed teams.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

Provide day-to-day HR administration including recruiting, onboarding/offboarding, benefits administration, Workday HRIS record management, I-9 compliance, employee relations, training coordination, and support for HR programs and culture initiatives. Serve as the primary HR/payroll/benefits contact and assist managers with policy interpretation and process improvements.

Partners with High Purity business and operations leaders to develop people strategies supporting growth and transformation. Leads workforce planning, talent and succession planning, retention, organizational design, leadership development, change management, employee engagement, and HR initiatives. Uses workforce data and metrics to guide decisions, coaches leaders, improves hiring and onboarding, and strengthens organizational capability and stability.

Strategic HR Business Partner supporting engineering leadership: drive talent strategy, organizational design, change management, workforce planning, leadership coaching, and initiatives to build capability and employee engagement. Acts as trusted advisor to optimize team performance and implement HR practices aligned to business objectives.

Serves as a strategic HR partner for a large retail region, supporting recruiting, staffing, employee relations, performance management, succession planning, training, diversity, compliance, compensation, engagement, and change management. Advises regional leaders, investigates workplace concerns, analyzes HR metrics, develops action plans, and ensures consistent execution of HR policies and programs across hundreds of stores. Regularly visits retail locations and collaborates with recruiting, training, and organizational development teams.

Supports corporate HR operations by responding to employee inquiries, coordinating onboarding and pre-employment checks, assisting with employee relations investigations, managing employment verifications and unemployment claims, maintaining HRIS records and electronic files, and supporting compliance audits and vendor coordination.

Oversee the hotel’s human resources function, including recruitment, onboarding, employee relations, benefits, compliance, payroll support, performance management, training, and employee engagement. Partner with department leaders, maintain employment-law compliance, administer HR records and programs, support employee development, and promote an inclusive workplace culture.

Partners with HR and plant leaders to align workforce planning, staffing, labor costs, employee relations, leadership development, succession planning, learning, talent acquisition, engagement, compliance, compensation, and organizational change with business goals. Coaches managers, conducts investigations, supports safety and employment-law compliance, and drives measurable improvements in retention, hiring, absenteeism, engagement, promotions, and labor costs across a manufacturing site.

Partners with leaders on workforce planning, employee relations, compliance, performance management, recruiting, onboarding, retention, talent development, engagement, compensation, and organizational change. Supports managers, investigations, employment policies, safety initiatives, workers’ compensation, and HR programs while analyzing workforce trends and recommending actions. The role is primarily office-based with occasional production-floor and laboratory work and approximately 20% travel.

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.

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

Remote HR internship supporting end-to-end talent acquisition. Responsibilities include posting job openings, screening resumes, shortlisting candidates, coordinating interviews, scheduling, and maintaining candidate data. The role includes weekday work from 9 AM to 6 PM, a Saturday discussion session, mentorship, networking, and an internship certificate upon completion.

Maintain HRIS data, records, workflows, and employee files while supporting onboarding, payroll, timekeeping, benefits, performance appraisal campaigns, compliance, audits, employee relations, and day-to-day HR inquiries. The role processes employee changes, troubleshoots HRIS issues, coordinates with vendors, assists managers and employees, and supports HR projects and process improvements.

Provides independent federal HR support across staffing, classification, benefits, employee relations, information systems, and policy development. Serves as a project lead, collaborating with stakeholders to implement project objectives and deliver HR services for current or future federal government clients.

Provides federal staffing, recruitment, and classification services using HR information, personnel/payroll, and staffing systems. Troubleshoots system and processing issues, resolves problems, recommends system enhancements, and performs other assigned duties. The role requires 3–5 years of federal staffing, recruitment, and classification experience, plus Public Trust clearance.

Leads NRDC’s HR technology strategy, HRIS governance, systems implementations, integrations, data integrity, reporting, compliance, and operational workflows. Owns Dayforce HCM and partners with HR, IT, Finance, Payroll, Legal, and vendors to optimize employee lifecycle processes, automate workflows, improve system usability, and support secure, accurate workforce data. Manages and develops the HRIS team while overseeing onboarding, benefits, payroll connections, offboarding, documentation, change management, and technology portfolio improvements.

Leads the global HR Partner team and serves as a strategic HR advisor to executives and internal clients. Responsibilities include workforce planning, organizational design, talent management, employee relations, compensation, DEI, policy interpretation, investigations, performance management, HR analytics, and organization-wide HR initiatives. The role manages team performance, partners with senior leaders, ensures legal and regulatory compliance, and travels to NRDC offices up to 20% annually.

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.

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.

Supports the full employee lifecycle, including payroll, benefits, leave administration, employee relations, performance management, investigations, HRIS data integrity, onboarding, compensation, talent management, compliance, and HR process improvement. Serves as a trusted HR resource to employees and managers while providing operational support across the organization.

Manages HR systems strategy, administration, optimization, integrations, data integrity, governance, reporting, and analytics. Partners with HR, IT, Finance, and business leaders to translate requirements into system solutions, improve workflows, support upgrades, and evaluate AI-enabled tools. Serves as the HR technology subject matter expert and may mentor others without formal supervisory responsibility.