Top 7 Human resources business partner Jobs in Willimantic Ct

Human Resources Business Partner
Loos & Co —Pomfret, CT
- $72,000 - $90,000 a year
- 8 hour shift
- OSHA
- Mid-level
- Bachelor's degree
- Health insurance
- Dental insurance
Quick Apply
HR Business Partner
Prysmian Group —Willimantic, CT
- Full-time
- Bachelor of Science
- Office
- Continuous improvement
Quick Apply
Willimantic HR Business Partner
Prysmian Group —Willimantic, CT
- Bachelor of Science
- Office
- Neurology
Human Resources Business Partner
UNFI —Dayville, CT
- $72,000 - $109,500 a year
- Full-time
- Mid-level
- Office
- 3 years
- Health savings account
- AD&D insurance
Quick Apply
Corporate People Business Partner
Mohegan Tribal Gaming Authority - Corporate —Uncasville, CT
- Full-time
- HIPAA
- 3 years
- Analysis skills
- 401(k)
- Flexible spending account
Quick Apply
7h
HR Business Partner
Fiondella Milone & Lasaracina —Glastonbury, CT
- Full-time
- Mid-level
- Bachelor's degree
- Continuous improvement
- Vision insurance
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People & Culture Business Partner, Retail
American Eagle Financial Credit Union Incorporated —East Hartford, CT
- $80,000 - $90,000 a year
- Full-time
- Microsoft Outlook
- Mid-level
- Office
- Tuition reimbursement
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9d

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Human Resources Business Partner

Loos & Co -
Pomfret, CT

Quick Apply

Job Details

Full-time
$72,000 - $90,000 a year

Benefits

Internal mobility program
Health insurance
Dental insurance
Tuition reimbursement
Military leave
Paid time off
Employee assistance program
Vision insurance
401(k) matching
Life insurance
Referral program

Qualifications

FMLA
HR legal compliance
ADA compliance
Bachelor's degree
Employment law in talent management
Community relationship building
Disability rights laws

Full Job Description

Take the next step with an exciting and growing company
As the only fully integrated maker of premium quality wire, rope, and assemblies, Loos & Co holds a leading position in the global aerospace sector.
A division of the Central Wire (CWI) Group of Companies encompassing 12 locations in three countries, 750+ employees, and over six decades of excellence, Loos & Co solutions are found in mission critical flight control applications. Our precision-manufactured components are also used for defense, med tech, and heavy industry purposes around the world, in large part because of the people behind our products.
Do you have a strong work ethic? Take pride in a job well done? Are you passionate about contributing to individual and team, company and customer successes? If you’re interested in joining a dynamic work environment that offers opportunities to reach your full potential, we want to hear from you.

Position Summary / Essential Function
The Human Resources Business Partner serves as a key trusted partner and advisor to operations and leadership, delivering the full range of HR services in a dynamic manufacturing environment. This mid level role supports the entire employee lifecycle – from workforce planning, attraction, and recruiting through onboarding, employee relations, leave administration, engagement, and talent development – while ensuring compliance with federal and Connecticut employment and labor laws. The Human Resources Business Partner plays a key role in fostering a culture of safety, excellence, belonging, performance accountability, workforce stability, and continuous improvement and operates with minimal supervision to investigate and resolve complex employee relations, compliance, and other operational HR matters without routine escalation.

Key Responsibilities
Talent Attraction, Recruiting & Workforce Planning

Partner with operations and leadership to understand workforce needs and develop recruiting strategies for hourly and salaried roles.
Manage end to end recruiting processes including job postings, candidate sourcing, screening, interviewing, and offer coordination.
Analyze recruiting metrics and labor market trends to improve hiring effectiveness and time to fill.
Support employer branding and community outreach initiatives aligned with manufacturing talent pipelines.

Onboarding & Employee Lifecycle Management

Design, administer, and continuously improve onboarding programs to ensure a positive, compliant, and engaging new hire experience.
Coordinate orientation, training completion, and assimilation into plant culture and safety expectations.
Support internal mobility, promotions, transfers, and offboarding processes.

Attendance, Timekeeping & Leave Administration

Administer and track attendance programs in partnership with operations leadership.
Manage leaves of absence including FMLA, CT Paid Family and Medical Leave (CT PFML), ADA accommodations, military leave, and company provided leaves.
Serve as a point of contact for employees and managers regarding leave eligibility, documentation, and return to work coordination.

Employee Relations & Culture

Partner with operations leaders and supervisors to address employee relations issues, conduct investigations, and support performance management processes.
Guide leaders on corrective action, policy interpretation, risk assessment, and consistent application of workplace standards.
Promote a culture of respect, inclusion, engagement, and accountability aligned with company values.

Total Rewards, Retention & Engagement

Participate in the design, administration, and communication of rewards and recognition programs that support retention and high performance.
Support annual and off cycle compensation processes in coordination with HR leadership.
Assist with benefits administration and vendor coordination as needed.

Leadership Development & Succession Planning

Support leadership development programs, training initiatives, and career pathing efforts.
Participate in talent reviews and succession planning activities.
Assist in workforce analytics related to engagement, turnover, and development outcomes.

Compliance, Reporting & HR Operations

Ensure HR practices comply with federal, Connecticut, and local employment laws and regulations.
Maintain accurate employee records in HRIS systems and support audits and required reporting (e.g., EEO 1, OSHA logs).
Analyze and report HR metrics related to turnover, absenteeism, engagement, and staffing trends.

Qualifications & Experience
Required:

Bachelor’s degree in Human Resources, Business Administration, or a related field.
3–6 years of progressive HR business partnership experience, preferably in a manufacturing or industrial environment.
Working knowledge of FMLA, ADA, wage and hour laws, and Connecticut employment requirements.
Experience supporting hourly workforces and partnering with frontline supervisors.

Preferred:

SHRM CP or PHR certification.
Experience with multi shift or union adjacent environments.
Proficiency with HRIS, timekeeping, and applicant tracking systems.

Physical & Work Requirements

Ability to work in a manufacturing environment, including walking the plant floor.
Occasional off shift or after hours support as business needs require.

Benefits:

Health, Dental and Vision insurance options
Life insurance
401(k) with company match
Paid time off
Employee assistance program
Employee Referral program
Tuition reimbursement

Shift: 8-hour shift
Work Location: In person, Company does not provide relocation assistance.

Central Wire Group of Companies is proud to be an Equal Employment Opportunity employer. We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability status, or any other applicable characteristics protected by law.
Central Wire Group of Companies is a Drug-free workplace and pre-employment drug tests and background checks are required.

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