Human Resources Director - Hartford - Shaw Search Partners

Description

Overview

Shaw Search Partners is proud to partner with a luxury retail jewelry organization to identify a Director of Human Resources. The Director of HR will be responsible for leading and executing all aspects of the Human Resources for this multi-location luxury retail jewelry organization. This highly hands-on role is responsible for managing all day-to-day HR operations while also providing strategic guidance to leadership. The Director of HR is a trusted advisor to executives and store leadership and plays a critical role in shaping culture, ensuring compliance, supporting employees, and driving performance in a service-focused, luxury retail environment. The HR Director also plays a key role in improving HR systems, workflows, and operational processes, with a focus on reducing manual effort, increasing efficiency, and improving the overall employee and manager experience.

Responsibilities

• HR Leadership & Operations — Develop, implement, and independently manage HR strategies, policies, and programs that support business objectives and reinforce the company's luxury retail culture.
• HR Leadership & Operations — Serve as an advisor to leadership on workforce planning, organizational development, and employee engagement. Provide communication support for company-wide announcements
• HR Leadership & Operations — Partner with store leaders to ensure consistent and effective HR practices across Connecticut and Massachusetts locations.
• HR Leadership & Operations — Manage full-cycle recruiting for corporate and retail positions, including sourcing, interviewing, selection, and job offers.
• HR Leadership & Operations — Identify recruiting strategies and sources to attract high-quality candidates aligned with brand standards and customer service excellence.
• HR Leadership & Operations — Ensure recruiting and hiring practices comply with applicable Connecticut and Massachusetts employment regulations.
• Employee Relations, Coaching & Counseling — Handle all employee relations matters directly, including coaching, counseling, conflict resolution, disciplinary action, exit interviews, and terminations.
• Employee Relations, Coaching & Counseling — Conduct workplace investigations and ensure consistent, fair, and legally compliant outcomes.
• Employee Relations, Coaching & Counseling — Provide day-to-day guidance to managers on employee performance, attendance, conduct, and workplace issues.
• Employee Relations, Coaching & Counseling — Run the corporate Associate Activities Committee to plan and implement quarterly get-togethers to build morale and camaraderie in the office.
• Employee Relations, Coaching & Counseling — Serve as the primary liaison for the administration of the Educational Assistance Program including approvals and reimbursements.
• Performance Management — Administer the performance management process, including evaluations, feedback, documentation, and development planning.
• Performance Management — Coach and advise managers on delivering feedback, managing performance issues, and taking corrective action when needed.
• Performance Management — Support training & development efforts partnering with the Sales Training Manager.
• Performance Management — Work with the CFO on merit increasing planning and communication in conjunction with the performance review process.
• Performance Management — Partner with leadership team on identifying external providers for executive coaching when necessary.
• Benefits & HR Administration — Administer all insured benefits programs, including medical, dental, vision, life, disability, HSA, COBRA, and Fidelity retirement plan in conjunction with the CFO.
• Benefits & HR Administration — Serve as the primary liaison with benefits brokers, insurance carriers, and vendors.
• Benefits & HR Administration — Manage open enrollment, benefits communications, wellness initiatives, and employee questions throughout the year.
• Benefits & HR Administration — Maintain accurate HR records, personnel files, and confidential employee data.
• Benefits & HR Administration — Handle the leave of absence process working with third party leave administrator and calculate leave pay when CT and MA Paid Leave is being utilized.
• Compliance & Employment Law — Ensure compliance with all applicable federal, Connecticut, and Massachusetts employment laws and regulations.
• Compliance & Employment Law — Maintain and update employee handbook, policies, and procedures to reflect multi-state requirements.
• Compliance & Employment Law — Provide practical, compliant guidance to leadership on wage and hour, leave administration, and employee relations matters.
• Compliance & Employment Law — Manage workers' compensation claims, including reporting, follow-up, and coordination with carriers. Secretary for the company Safety Committee and primary liaison with external guard service.
• Compliance & Employment Law — Handle unemployment claims for Connecticut and Massachusetts, including responses, hearings, and documentation.
• Payroll Administration — Administer HR-related payroll changes, including employee rate changes, position changes, status updates, and approved deductions.
• Payroll Administration — Handle all benefit, garnishment, and deduction updates to ensure accuracy.
• Payroll Administration — Oversee year-end vacation/sick accrual adjustments and ensure accurate carryover and balances.
• Payroll Administration — Partner with payroll administrator/CFO to handle employee payroll questions related to pay rates, deductions, accruals, and corrections.
• Payroll Administration — Identify, propose, and implement technology applications to streamline onboarding process for payroll and benefits enrollment.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field required;
• 7–10 years of progressive HR experience; retail or luxury brand experience strongly preferred.
• Experience managing HR responsibilities in a multi-state environment (CT/MA preferred).
• Strong working knowledge of employment law, benefits administration, employee relations, and performance management.
• Proven ability to coach leaders and employees at all levels.
• Excellent interpersonal, communication, and problem-solving skills.
• Demonstrated experience improving HR processes or leading operational change in a hands-on environment.
• Comfortable working in environments where processes are evolving and structure needs to be built.