Head of Employee Relations & HR Compliance

CWP offers eligible full-time employees medical, dental, vision, life, and disability insurance; a 401(k) retirement plan; paid holidays. Eligibility and coverage are governed by the applicable plan documents and CWP policies.

The Human Resources Manager is responsible for managing day-to-day human resources operations for the organization. This position serves as the primary HR resource for employees and supervisors and is accountable for consistently administering recruitment, onboarding, benefits, leave, employee relations, HR records, training, and employment and benefit compliance. The Manager works in collaboration with Finance on payroll and retirement plan data and develops written procedures that provide reliable coverage for recurring HR work. The Manager reports to the CFO and exercises independent judgment in routine HR administration within approved policies and delegated authority. The Manager recognizes when employment counsel is needed and coordinates review through the designated executive.

Employee Relations and Manager Guidance

Serve as the primary resource for employees and supervisors on HR policies, employee concerns, performance, attendance, and conduct. maintain confidential records and follow up on approved actions.

Manage the employee performance review process, including the review calendar, forms, supervisor guidance, completion tracking, documentation, and follow-up on employee goals and development plans. Coordinate employee engagement efforts and manager training.

Recruitment and Onboarding

Manage recruitment workflows, including job descriptions, approved hiring ranges, postings, interview coordination, selection records, and offer preparation.

manage new hire orientation, required forms, system setup, and onboarding follow-up.

Advise hiring managers on consistent and equitable hiring practices and maintain recruiting records.

Payroll and HR Systems

Maintain accurate employee data in Paylocity and other HR systems; coordinate timely entry and verification of approved hires, changes, terminations, time off, and payroll deductions.

Review HR-related payroll inputs, timecard exceptions, benefit deductions, and leave coding; Maintain documented handoffs and segregation of duties with Finance, including independent review and payroll approval by designated personnel.

Respond to employee payroll questions in coordination with Finance and provide records for audits and reconciliations.

Benefits And Retirement Plan Administration

Manage employee benefit enrollment, eligibility, qualifying events, open enrollment, communications, and coordination with Employee Navigator, the broker, and carriers.

Coordinate 401(k) eligibility, enrollment, required employee communications, and accurate census and compensation data with Finance and the third-party administrator.

Support annual plan reporting and audits by assembling HR records and reviewing HR-supplied data; Administer and track applicable federal and Connecticut family and medical leave, the organization’s

paid leave arrangements, disability benefits, PTO, and other applicable leave programs.

Coordinate employee notices, medical certification handling, benefit continuation, return-to-work steps, and payroll communication while protecting medical confidentiality.

Manage unemployment claim responses, hearings, and related records.

Generate and distribute routine financial reports from accounting systems

Compile supporting documentation for internal and external reporting

Compliance and HR Operations

Maintain personnel files, separate confidential medical records, approved HR system access, and retention practices in accordance with applicable requirements and organizational policies.

Own an HR compliance calendar covering required notices, training, reporting, policy reviews, deadlines, and follow-up.

Develop and maintain written HR policies and standard operating procedures for executive review and approval; document owners, approval steps, deadlines, records, handoffs, and backup coverage. Train supervisors and staff on approved practices and monitor consistent use.

Monitor changes in federal and Connecticut employment requirements and recommend policy or practice updates for approval.

Manage employee workers’ compensation class coding in coordination with Finance and the carrier or broker. Review classifications against actual job duties, document proposed changes, and reconcile employee and payroll information. Assist with workers’ compensation audits by preparing duty descriptions, payroll and classification records, responding to auditor requests, and following up on discrepancies.

Manage applicable OSHA recordkeeping, workplace notices, and reporting. Maintain supporting records and promptly elevate serious incidents to executive leadership.

Prepare HR reports and metrics; coordinate HR portions of audits, insurance reviews, and other compliance requests.

Training and Organizational Support

Plan and track required employee and supervisor training and coordinate professional development activities.

Support organizational communications and cross-department projects affecting employees, processes, or workplace culture.

The HR Manager may decide routine matters by applying approved policies, plan terms, and procedures. The Manager documents recommendations and approvals and communicates the final decision through the designated process.

Routine decisions within approved policies

Manage recruitment methods, candidate screening against approved job criteria, interview coordination, onboarding, and HR work priorities within approved positions and budgets.

Resolve routine HR record, enrollment, and payroll input discrepancies with Finance through established review controls. Maintain records, forms, compliance calendars, and workflows that implement approved policy.

Manage day-to-day HR vendor work and approved spending within assigned limits. Recommend finalists, offer terms, starting pay, hiring ranges, and pay exceptions. Recommend formal discipline and performance improvement plans in consultation with the supervisor. Recommend policy changes, benefit design changes, new vendor commitments, unbudgeted spending, and policy exceptions for approval. For in-office exceptions, HR records its recommendation and the CEO makes the final decision under the applicable policy.

obtain required financial or executive approval before accepting material cost adjustments. The CFO retains financial approval authority within the organization’s delegation, including compensation funding and material payroll or benefit costs. The CEO retains decisions reserved by policy, including executive hiring, suspension and termination, and major policy exceptions; Promptly escalation allegations involving senior leaders, retaliation, discrimination, significant safety concerns, legal demands, material payroll errors, and matters outside delegated authority. Follow the alternate reporting process when HR or the usual approver is involved. Do not approve changes to the Manager’s own pay, benefits, or employment status.

SUPERVISON/ MANAGEMENT RESPONSIBILITY: HR Assistant

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