Human Resources Business Partner

• Design, administer, and continuously improve onboarding programs to ensure a positive, compliant, and engaging new‑hire experience.
• Coordinate orientation, training completion, and assimilation into plant culture and safety expectations.
• Support internal mobility, promotions, transfers, and offboarding processes.

• Administer and track attendance programs in partnership with operations leadership.
• Manage leaves of absence including FMLA, CT Paid Family and Medical Leave (CT PFML), ADA accommodations, military leave, and company‑provided leaves.
• Serve as a point of contact for employees and managers regarding leave eligibility, documentation, and return‑to‑work coordination.

• Partner with operations leaders and supervisors to address employee relations issues, conduct investigations, and support performance management processes.
• Guide leaders on corrective action, policy interpretation, risk assessment, and consistent application of workplace standards.
• Promote a culture of respect, inclusion, engagement, and accountability aligned with company values.

• Participate in the design, administration, and communication of rewards and recognition programs that support retention and high performance.
• Support annual and off‑cycle compensation processes in coordination with HR leadership.
• Assist with benefits administration and vendor coordination as needed.

• Support leadership development programs, training initiatives, and career pathing efforts.
• Participate in talent reviews and succession planning activities.
• Assist in workforce analytics related to engagement, turnover, and development outcomes.

• Ensure HR practices comply with federal, Connecticut, and local employment laws and regulations.
• Maintain accurate employee records in HRIS systems and support audits and required reporting (e.g., EEO‑1, OSHA logs).
• Analyze and report HR metrics related to turnover, absenteeism, engagement, and staffing trends.

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• 3–6 years of progressive HR business partnership experience, preferably in a manufacturing or industrial environment.
• Working knowledge of FMLA, ADA, wage and hour laws, and Connecticut employment requirements.
• Experience supporting hourly workforces and partnering with frontline supervisors.

• SHRM‑CP or PHR certification.
• Experience with multi‑shift or union‑adjacent environments.
• Proficiency with HRIS, timekeeping, and applicant tracking systems.

• Ability to work in a manufacturing environment, including walking the plant floor.
• Occasional off‑shift or after‑hours support as business needs require.

• Health, Dental and Vision insurance options
• Life insurance
• 401(k) with company match
• Paid time off
• Employee assistance program
• Employee Referral program
• Tuition reimbursement

Shift: 8-hour shift

Work Location: In person, Company does not provide relocation assistance.

Central Wire Group of Companies is proud to be an Equal Employment Opportunity employer.

We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability status, or any other applicable characteristics protected by law.

Central Wire Group of Companies is a Drug-free workplace and pre-employment drug tests and background checks are required.