Senior Director of Human Resources in Hartford, Connecticut at Harc Inc

Senior Director of Human Resources Job Description

Location: Hartford, CT

FLSA Classification: Full-Time, Exempt (40 hours per week)

Salary Range: 90,000 to 110,000

Reports To: Chief Financial and Administrative Officer (CFAO)

Harc provides lifetime support to individuals with intellectual and related disabilities and their families so they may enjoy lives of quality, inclusion, and dignity.

Harc was established in 1951 by the compassionate parents of children with intellectual and developmental disabilities (I/DD) who recognized that their children had worth and contributed value to society. They became passionate advocates fighting against exclusion, isolation, discrimination, lack of opportunity, unemployment, and low expectations. Their grassroots efforts built enduring partnerships with generous individuals, foundations, corporations, and community leaders to secure funding and raise awareness needed to develop life-changing programs.

Harc’s guiding principle is to ensure that people with intellectual disabilities live with quality, inclusion, and dignity. We achieve this through advocacy efforts and by providing community-based services that support the individuals we serve as they work toward creating fulfilling lives and experiencing inclusion and purpose.

Harc’s services begin at birth and continue throughout the lifespan, with a range of supportive, enrichment, employment, and residential supports throughout Greater Hartford.

Position Summary

The Senior Director of Human Resources is a key leadership role responsible for overseeing and advancing all human resources functions at Harc. Reporting directly to the Chief Financial and Administrative Officer (CFAO) and working closely with the Chief Executive Officer, this role serves as both an operational leader and a strategic partner to senior leadership.

The Senior Director ensures that HR systems, policies, and practices are compliant, consistent, and aligned with Harc’s mission, regulatory requirements, and workforce needs. This individual leads the HR team, strengthens organizational culture, and builds systems that support recruitment, retention, employee engagement, and long-term organizational sustainability.

Key Responsibilities:

1. Strategic HR Leadership

Partner with the CFAO and CEO to develop and implement HR strategies aligned with organizational priorities and growth. Advisesenior leadership on workforce planning, organizational design, and talent development. Participate as an active member of the senior leadership team, contributing to organizational strategy and decision-making. 2. HR Operations and Compliance

Manage all HR functions including employee relations, performance reviews,training,payroll, benefits administration, and regulatory compliance. Ensure compliance with all federal, state, and local employment laws, as well as DDS, OEC,and contractual requirements.

Establish andmaintainHR policies and procedures that promote consistency, accountability, and best practices. Collaborate with the Chief Operating Officer (COO) on DDS investigations, ensuringtimelyresponse, documentation, and compliance with regulatory requirements.Oversee and manage external audits related to HR, including Department of Labor (DOL) audits and retirement plan (401k) audits, ensuring full compliance andtimelyresolution of findings.Manage relationships with external HR-related vendors and partners, including benefits brokers (e.g., NFP), retirement plan administrators (e.g., Merrill Lynch), and other service providers to ensure effective service delivery and compliance.3. Team Leadership and Development

Provide leadership, supervision, and development to the HR team, including the HR Generalist, Employee Relations function, and Payroll and Benefitsposition. Ensure clear roles, strong coordination, and high performance across all HR functions. Foster a culture ofteamwork,professionalism, responsiveness, and continuous improvement. 4. Employee Relations and Culture

Lead employee relations efforts, supporting managers in addressing concerns, resolving conflicts, andmaintaininga positive work environment. Promote employee engagement, recognition, and retention strategies. Maintain a visible and approachable presence across the organization. 5. Talent Management and Workforce Development

Manage recruitment, onboarding, and retention plans to fulfill workforce requirements. Guide performance management systems, training programs, and leadership development initiatives. Support succession planning and internal talent growth. 6. HR Systems and Process Improvement

Manage all HR functions including recruitment, onboarding, employee relations, performance management, training, payroll, benefits administration, vendor management, and regulatory compliance.Ensure systems areoptimizedfor compliance, efficiency, reporting, and employee experience. Lead modernization of HR processes, including automation and technology enhancements whereappropriate.

7. Organizational Effectiveness and Risk Management

Evaluate and strengthen HR structures, workflows, and processes to improve efficiency and reduce risk. Identifycompliance gaps and implement corrective actions. Build scalable systems that support long-term organizational growth.Key Competencies:

Strategic Thinking: Ability to align HR strategy with organizational goals and mission.Leadership: Proven ability to lead, mentor, and develop high-performing teams.HR Operations Expertise: Extensive knowledge of HR functions such as compliance, employee relations, payroll, and benefits.Problem Solving and Judgment: Strong ability to assess complex situations and implement practical solutions.Communication and Collaboration: Excellent interpersonal skills with the ability to build trust across all levels.Systems and Process Orientation: Experience leveraging HRIS systems and improving workflows for efficiency and compliance.Qualifications:

Bachelor’s degree in Human Resources, Business Administration, or a related field isrequired; an advanced degree or HR certification (SHRM-SCP, SPHR) is preferred. Minimum of 8–10 years of progressive HR leadership experience. Demonstrated experience supporting senior and executive leadership. Strong knowledge of employment law, compliance, and HR best practices. Experience working in a unionized environment and supporting labor relations preferred.Experience overseeing HR operations in a complex organization Hands-on experience with HRIS systems such as ADP and learning management systems such as Relias.

Proficiencyin Microsoft Office Suite, ADP, and other HRIS platforms, software, and databases.Proven ability to lead organizational change, improve systems, and strengthen HR infrastructure. Strong leadership, communication, and organizational skills.Experience in a mission-driven or human services setting preferred.Work Environment

This role mostly works in an office setting and requires the ability to sit, operate a computer, and communicate effectively for long periods. Occasional local travel might be needed.

Background Requirements

Employment depends on successfully passing all required background checks and clearances according to state regulations.

Equal Opportunity Employer

Harc, Inc. is an equal opportunity employer and is committed to creating an inclusive environment for all employees. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, or any other protected characteristic in accordance with applicable laws.

Reasonable Accommodations

Harc, Inc. is dedicated to offering reasonable accommodations to applicants and employees with disabilities. If you need an accommodation during the application or interview process, please let us know.

Additional Information

This job description is not meant to be an employment contract, and Harc reserves the right to change duties as necessary.