HR Administrator

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Full Time Professional Derby, CT, US

3 days ago Requisition

Salary Range: $70,000.00 To $ Annually

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.

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.

• 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…