Top HR Jobs in Hartford, CT

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.

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.

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

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.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Supports Department of the Navy civilian HR operations through DCPDS, DCPS, and DCHRMS transaction processing, testing, quality assurance, troubleshooting, and regulatory compliance. The role analyzes personnel/pay interface issues, prepares system change requests and transmittals, validates releases, maintains salary tables, resolves service tickets, and coordinates with DoD, DFAS, DON, and other stakeholders.

The HR Business Partner advises operational leaders on workforce strategy, employee relations, talent management, leadership development, succession planning, engagement, retention, organizational effectiveness, and change management. The role analyzes workforce data, conducts investigations, manages performance and corrective actions, supports organizational changes, mitigates workforce risk, and translates HR insights into business-focused recommendations.

Coordinate daily HR operations, employee relations, payroll and timekeeping, benefits, leave administration, onboarding, separations, and California employment compliance. Serve as a resource for employees and managers, guide performance and disciplinary processes, maintain confidential records, prepare reports and notices, and improve HR workflows. The role also supports payroll audits, accommodations, investigations, and HR projects while coordinating with leadership and payroll.

Leads Supplier.io’s global HR function and advises the CEO and executive team on workforce planning, organizational design, talent acquisition, performance management, leadership development, compensation, benefits, employee relations, culture, HR operations, compliance, and HR systems. The role manages the HR team and budget while aligning people strategy, organizational capabilities, and culture with the company’s growth objectives in a B2B SaaS environment.

Human Resources Specialist role sponsored through an H-1B Labor Condition Application. The position is based in San Francisco, California, and Charlestown, Massachusetts, with employment scheduled from October 19, 2026, through October 18, 2029. The posting does not provide specific responsibilities or qualifications.

Oversee the company’s human resources function, including HR policy development, compliance, escalations, labor and employment law compliance, and direct support for staffing customers and end clients. The role requires extensive HR expertise, experience supporting organizations of more than 1,000 employees, strong employment-law knowledge, and staffing-industry experience.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.