Top 5 Senior human resources manager Jobs in Waterford, Ct

Senior HR Manager
CFS —Madison, CT
- $95,000 - $105,000 a year
- 8 years
- Bachelor's degree
- Mentoring
9d
Senior Manager, Human Resources (Labor Management)
Yale New Haven Health —New London, CT
- Full-time
- Hospital
- 5 years
- Research
- Wellness program
Senior Human Resources Manager
Vista Life Innovations —Madison, CT
- $85,000 - $95,000 a year
- Full-time
- Office
- Mentoring
- In-person
- 403(b) matching
- AD&D insurance
Quick Apply

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Senior HR Manager

CFS -
Madison, CT

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Job Details

$95,000 - $105,000 a year
9 days ago

Benefits

Internal mobility program

Qualifications

Data integrity assurance
HR change management strategy
Employee onboarding
Data quality checks
Employee misconduct investigations
Operational analysis
Managing human resources teams
Performance improvement leadership
Compensation market research
Data analysis reporting
Operations management
Automation
FMLA
Employee grievance management
Team leadership
Coaching
HR analytics
Bachelor's degree in business
Internal compliance auditing
Process design
Workplace dispute resolution
Filing
HR legal compliance
Employee retention
Performance feedback (performance evaluation method)
Metrics Reporting
Recruitment metrics tracking
Leadership development
Quality control audit
8 years

Full Job Description

Senior HR Manager

Title: Senior HR Manager

Location: Madison, fully onsite with flexibility for extenuating circumstances

Salary: $95,000-$105,000

Responsibilities of Senior HR Manager:

Serve as a trusted resource to leaders and employees, providing clear guidance and timely support.

Maintain oversight of department high-quality HR documentation (notes, letters, warnings, investigation files, leave records) and ensure proper confidentiality.

Lead or oversee complex employee relations matters including investigations, conflict resolution, performance improvement, corrective action, and separations.

Coach leaders on effective feedback, documentation, progressive discipline, and respectful communication.

Identify systemic people issues and recommend practical interventions.

Monitor effectiveness of career pathway initiatives through metrics (e.g., internal promotions, retention, advancement rates) and recommend continuous improvements.

Manage leave and accommodation processes (FMLA, relevant state programs, ADA accommodations) with accurate tracking and documentation.

Coordinate with payroll/benefits vendors as needed; ensure employees receive clear, consistent communication.

Maintain strong working knowledge of federal and state employment laws and translate requirements into day-to-day practice.

Own a compliance calendar and ensure required documentation and reporting are completed on time.

Conduct routine internal audits/quality checks (e.g., I-9s/onboarding documentation, personnel files, leave files, policy acknowledgements, applicant flow where applicable) and drive corrective action.

Oversee or coordinate benefits and compensation administration to ensure accurate changes, clear communication, and timely completion of annual cycles.

Develop and maintain compensation analysis tools and practices (e.g., salary range support, internal equity review process, market benchmarking coordination, pay-change documentation standards) and provide recommendations.

Collaborate with Talent & Engagement Manager on recruiting, onboarding, retention initiatives, and professional development.

Ensure hiring processes are consistent, compliant, and well documented; support workforce planning with program leaders.

Provide oversight for the full employee lifecycle processes that connect to talent work, including onboarding quality/consistency, offboarding execution, and exit feedback loops.

Oversee separation/offboarding processes to ensure timely, compliant, and well-documented execution (checklists, access removal coordination, final pay/benefits coordination as applicable).

Oversee HRIS data integrity and adoption; improve workflows, reporting, and automation where appropriate.

Build and maintain useful HR metrics for leaders (e.g., turnover, time-to-fill, onboarding completion, leave trends, ER themes, engagement indicators).

Identify and implement operational efficiencies that improve speed, clarity, and accuracy.

Lead, coach, and develop the HR team to increase capability, confidence, and accountability.

Implement cross-training plans so key processes have reliable coverage.

Support organization-wide change management with clear communication plans, leader coaching, and adoption support.

Provide leadership coverage and continuity of HR operations as needed.

Preferred Qualifications of the Senior HR Manager:

Bachelor’s degree in HR, Business, or related field (or equivalent combination of education and experience).

8+ years of progressive HR experience with a strong, hands-on generalist background.

2+ years leading or supervising an HR team (directly or in a lead role with clear coaching/mentoring responsibility).

SHRM-CP/SCP Certification is a plus.

HRIS proficiency and strong documentation skills.

#LI-GW1 #LI-Onsite #INAUG2026

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