HR Administrator

Job Description

Job Description

About Disability Resource Network

Disability Resource Network, Inc. (DRN) is a Connecticut nonprofit organization providing services and supports to individuals with disabilities. Our programs include Department of Developmental Services (DDS) programs, adult day services, individualized and community-based supports, alternative education, transition services, advocacy, and related programming.

DRN employs approximately 90 employees across three locations and is seeking an experienced Human Resources Manager to oversee employee relations, HR compliance, management support, workplace investigations, and the continued development of consistent HR practices throughout the organization.

This is a hands-on HR leadership position. DRN currently has administrative staff responsible for payroll processing, onboarding paperwork, and routine employee questions. The Human Resources Manager will focus primarily on higher-level human resources responsibilities, employee relations, management guidance, compliance, policy, and complex employee matters. This position will be supported by an administrative assistant. 

Position Summary

The Human Resources Manager will serve as DRN’s primary human resources professional and a resource to both employees and management.

The successful candidate must be comfortable working independently and objectively when addressing workplace concerns, employee complaints, performance issues, disciplinary matters, leave and accommodation issues, and other sensitive employment situations.

The HR Manager will work closely with executive leadership, program management, administrative staff, outside employment counsel when necessary, benefits providers, and other professional partners.

Because DRN operates multiple programs and locations, this position will also be responsible for promoting consistent employment practices across the organization and helping supervisors appropriately manage employee-related issues before they become larger problems.

Key Responsibilities Employee Relations & Workplace Issues

• Serve as the primary HR contact for employee relations matters and escalated employee concerns.
• Receive and appropriately respond to employee complaints and workplace concerns.
• Conduct fair, objective, and well-documented workplace investigations.
• Address interpersonal conflicts, workplace conduct concerns, harassment and discrimination complaints, and potential policy violations.
• Advise management regarding appropriate corrective and disciplinary actions.
• Ensure disciplinary practices are consistent across departments and locations.
• Participate in and provide guidance regarding employee terminations.
• Maintain appropriate confidentiality regarding sensitive employee matters.
• Identify circumstances requiring consultation with executive leadership or outside employment counsel.

Management Support

• Provide HR guidance and coaching to program managers, supervisors, and leadership.
• Assist supervisors with performance management, attendance issues, employee counseling, documentation, and corrective action.
• Review written warnings and disciplinary documentation before issuance when appropriate.
• Help managers address employee issues consistently and professionally.
• Provide training to supervisors regarding documentation, employee relations, interviewing, performance management, harassment prevention, and other HR topics.
• Promote consistent application of organizational policies among DRN’s locations and programs.

Employment Law & HR Compliance

• Maintain working knowledge of applicable federal and Connecticut employment laws and regulations.
• Oversee compliance involving FMLA, Connecticut FMLA, ADA accommodations, paid leave requirements, wage and hour issues, anti-discrimination requirements, unemployment matters, workers’ compensation coordination, and other employment-related requirements.
• Manage or oversee employee requests for reasonable accommodations and protected leave.
• Ensure required notices, policies, documentation, and employment practices remain current.
• Work with outside employment counsel when specialized legal guidance is required.
• Assist the organization in preparing for and responding to employment-related complaints, claims, unemployment matters, or agency inquiries.

HR Policies & Procedures

• Review and maintain the employee handbook.
• Develop, update, and implement HR policies and procedures as necessary.
• Ensure employees receive and acknowledge required policies.
• Evaluate existing HR processes and recommend improvements.
• Maintain standardized procedures for hiring, discipline, investigations, leave, accommodations, performance management, and separation from employment.

Performance Management

• Develop and maintain an effective employee performance review process.
• Assist managers with performance improvement plans and corrective action plans.
• Review recurring performance, attendance, and conduct concerns.
• Help leadership identify trends affecting employee performance, morale, retention, and turnover.

Recruitment & Workforce Management

• Provide oversight and guidance regarding recruitment and hiring practices.
• Assist management with job descriptions, position classifications, interview practices, and candidate selection when needed.
• Review job descriptions periodically to ensure responsibilities and qualifications accurately reflect each position.
• Assist leadership with compensation, staffing, retention, and organizational workforce planning.
• Participate in recruitment for management and other key positions.

Benefits & Leave Oversight

Administrative staff currently handle many routine employee and onboarding functions. The HR Manager will provide professional oversight and handle escalated or complex matters involving:

• Employee benefits
• Protected leave
• Reasonable accommodations
• Workers’ compensation
• Employee eligibility questions
• Return-to-work situations
• Benefit-related employee disputes or complex questions

Records & Compliance Oversight

• Ensure personnel records and confidential HR documentation are maintained appropriately.
• Periodically audit employee records and HR processes for completeness and compliance.
• Work with administrative staff to ensure required employment, credentialing, training, and related documentation is current.
• Maintain appropriate documentation of investigations, disciplinary actions, accommodations, leaves, and other HR matters.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Management, Organizational Psychology, Labor Relations, or a related field; equivalent significant HR experience may be considered.
• SHRM-CP or PHR certification required.
• Minimum 5 years of progressively responsible professional human resources experience.
• Demonstrated experience handling employee relations, workplace investigations, performance management, disciplinary actions, and terminations.
• Strong working knowledge of federal and Connecticut employment laws.
• Experience advising managers and supervisors regarding employee-related matters.
• Demonstrated ability to conduct sensitive investigations objectively and document findings appropriately.
• Strong written communication and professional documentation skills.
• Ability to maintain confidentiality and exercise independent professional judgment.
• Ability to travel between DRN locations as required.

Preferred Qualifications

Preference may be given to candidates with:

• Human resources experience in developmental disability services, behavioral health, healthcare, education, social services, nonprofit organizations, or other regulated human-service environments.
• Experience working with Connecticut Department of Developmental Services providers or similar state-funded human-service organizations.
• Experience supporting a workforce of approximately 75–150 employees.
• Experience supporting multiple physical locations.
• Advanced employee-relations or workplace-investigation training.
• Association of Workplace Investigators (AWI) training or similar formal investigation training.
• SHRM-SCP or SPHR certification.
• Experience working directly with employment counsel, unemployment claims, workers’ compensation matters, CHRO/EEOC matters, and other employment-related proceedings.