HR Manager – Employee Relations & Compliance

DISABILITY RESOURCE NETWORK INC; East Derby (CT); On-site; USD 70,000 - 115,000; Full time

Job summary

Disability Resource Network, Inc. is seeking a hands-on Human Resources Manager to lead employee relations, compliance, and policy development across our Connecticut programs and locations.

The role emphasizes investigations, coaching, and guidance for program managers, with collaboration from executive leadership and outside counsel. The successful candidate will drive consistent HR practices, manage complex employee matters, and ensure legal compliance with federal and CT employment laws.

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.

Responsibilities

• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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
• Employee eligibility questions
• Return-to-work situations
• Benefit-related employee disputes or complex questions
• 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.

Skills

Strong written communication

Confidentiality

Travel between DRN locations

Education

Bachelor’s degree in Human Resources or related field

SHRM-CP or PHR certification

Job description

Disability Resource Network, Inc. is seeking a hands-on Human Resources Manager to lead employee relations, compliance, and policy development across our Connecticut programs and locations.

The role emphasizes investigations, coaching, and guidance for program managers, with collaboration from executive leadership and outside counsel. The successful candidate will drive consistent HR practices, manage complex employee matters, and ensure legal compliance with federal and CT employment laws.