Senior HR Manager

CFS; Guilford (CT); On-site; USD 95,000 - 105,000; Full time

Job summary

CFS in Guilford is seeking a Senior HR Manager to lead our HR operations on-site with flexibility for extenuating circumstances. The role concentrates on employee relations, compliance, payroll/benefits coordination, and the development of structured career pathways.

You will oversee HR documentation, calibrate compensation practices, and partner with leaders to drive retention, internal mobility, and data-driven HR improvements.

Qualifications

• Bachelor's degree in HR, Business, or related field (or equivalent combination of education and experience).
• 8+ years of progressive HR experience with a 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.

Responsibilities

• Provide guidance and timely support to leaders and employees.
• Oversee HR documentation and confidentiality across the department.
• Manage complex employee relations matters including investigations and performance actions.
• Coach leaders on feedback, documentation, progressive discipline, and respectful communication.
• Develop and maintain clear career pathways to support internal mobility and succession planning.
• Ensure HR compliance with federal and state employment laws and maintain a compliance calendar.
• Oversee payroll/benefits coordination and communication with vendors as needed.
• Lead the HR team to improve processes, reporting, and data accuracy.

Skills

Employee relations

Policy development

Performance management

Coaching & mentoring

Change management

Education

Bachelor's degree in HR/Business

Tools

HRIS

Job description

Title: Senior HR Manager

Location: Guilford, 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.
• Partner with the Director of Organizational Compliance & Training and the Talent & Engagement Manager to design, implement, and maintain clear, structured career pathways across the organization.
• Define role competencies, progression criteria, and development milestones that support employee growth, internal mobility, and succession planning.
• Promote awareness and utilization of career pathways among leaders and employees to strengthen retention and engagement.
• 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.