Human Resources

• Lead end-to-end formal investigations into escalated allegations, including discrimination, harassment, retaliation, whistleblower reports, ethics violations, and leadership misconduct
• Formulate investigation plans, define scopes, identify relevant policies, and draft strategic witness interview frameworks
• Conduct sensitive, objective interviews with complainants, witnesses, and respondents
• Gather, review, and preserve physical, digital, and circumstantial evidence
• Author objective and timely investigation reports documenting findings of fact, credibility determinations, policy applicability, and root-cause analysis
• Maintain rigorous case files and documentation in compliance with legal regulations and corporate standards
• Manage and document case progression in the department's ER Case Management System
• Collaborate with Employment Counsel, Compliance, and senior operational leaders on findings and corrective actions
• Advise business leaders on complex policy applications and workplace dispute resolutions
• Analyze employee relations case metrics and identify multi-site risk hotspots
• Propose policy revisions, leadership coaching, managerial interventions, and specialized training to prevent future issues
• Mentor and provide technical escalation support to the Employee Relations Specialist

Lead Employee Relations Partner

• Maintain existing HRIS tools through data conversion, business process design, configuration, testing, reporting, training, and ongoing system development.
• Collaborate with HR Operations, Payroll/Finance, Benefits, Compensation, and IT.
• Participate in or lead transformative projects, including acquisitions of new companies and coordination with foreign subsidiaries on reporting and data integrity.
• Support HRIS systems by researching and resolving problems, unexpected results, and process flaws.
• Assist HR and end users with systems issues and recommend solutions or alternate methods.
• Write, maintain, support, and analyze reports and queries using appropriate reporting tools.
• Run queries and analyze data to maintain system data integrity.
• Assess business processes and recommend efficiencies, automation, enhancements, and configurations.
• Create and sustain data management procedures and audits.
• Ensure compliance with professional standards and state and federal recordkeeping and reporting requirements.
• Serve as the primary HR point of contact for system changes and partner with departments on execution.
• Monitor the HRIS Support Desk, route tickets, respond to customers, and resolve issues.
• Provide customer service to associates, managers, payroll processors, and HR Business Partners.
• Develop user procedures, guidelines, and documentation.
• Train users on new processes and functionality.

HR Technology Analyst

• Onsite HR Intern position supporting two facilities in Connecticut
• Support recruiting efforts for hourly positions, including scheduling, candidate communication, and interview coordination
• Assist employees with basic HR-related tasks and questions
• Perform filing, document organization, and record maintenance
• Build presentations and prepare materials for meetings and projects
• Track, update, and organize HR information
• Assist the HR team with special projects and other assigned duties
• Attend training sessions and workshops
• Prepare and present reports summarizing learning and contributions during the internship

HR Administrator

• Partner with senior leaders and help lead the people agenda across Commercial, Customer Support, Technical Sales, Engineering, and Service Centers
• Drive multiple HR initiatives and requests while adapting to changing business needs
• Own and lead employee relations matters, partnering with legal and leadership to provide guidance and resolution
• Drive impact through the annual Talent Review process
• Consult with leadership and recommend organizational designs that support business growth and effectiveness
• Drive recruitment activities, including position management, interviewing, sourcing, offer creation, communication, new-hire orientation, onboarding, and assimilation
• Build organizational capabilities to address resource and operational challenges
• Partner with Centers of Excellence such as payroll, benefits, and compensation to ensure seamless HR operations
• Champion change management and provide resources to shape culture, systems, and processes
• Serve as a trusted advisor on coaching, policy interpretation, employee relations, employee development, and recognition and rewards
• Recommend approaches, policies, and procedures to improve HR efficiency and best practices
• Build and drive a positive people and culture strategy aligned with business plans and company objectives
• Gather and analyze HR data to provide insights and develop solutions

Human Resources Manager

• Evolve the Benefits, Compensation, and Time and Absence technology portfolio and roadmap
• Partner with HRIS leadership, HR business owners, and stakeholders across the business
• Maintain relationships with key business partners for issue resolution and enhancements
• Drive and maintain Workday Benefits, Compensation, and Time and Absence capabilities
• Own and execute Workday system administration, including configuration, business processes, security and compliance, notifications, auditing, and data quality management
• Drive vendor-led releases and system enhancements, including configuration and development of new features
• Deploy enhancements and create and execute test plans, user acceptance testing, and regression testing
• Support operational excellence and continuous process improvement in systems of record
• Apply project management principles to longer-term initiatives
• Manage bug and issue resolution through root cause analysis, impact analysis, solution design, implementation, testing, and deployment
• Support Reporting and Analytics with report and dashboard requirements gathering, design, and testing
• Configure, test, and process mass data loads via Enterprise Interface Builder (EIB)
• Support compliance enablement through HRIS systems and processes
• Execute quality assurance efforts to ensure data and information accuracy
• Participate in requirements gathering with functional subject matter experts, IT, and users
• Support end-user requests and escalations and develop knowledge management materials for training and education

Human Resources jobs in Connecticut

Lead Employee Relations Partner

HR Technology Analyst

HR Administrator

Human Resources Manager

HR Lead – Workday Product