Human Resources

• Support domestic and international HR operations with a primary focus on global mobility, recruiting, employee support, and international travel coordination
• Manage SOFA status applications, renewals, privileging requirements, and international relocation processes
• Coordinate immigration, work authorization, and international assignment documentation
• Support full-cycle recruitment activities, including sourcing, screening, interview coordination, and onboarding
• Coordinate international travel arrangements and maintain travel compliance documentation
• Serve as a primary HR contact for employees across APAC and U.S. regions
• Maintain employee records and process HR transactions within the HRIS
• Support onboarding, offboarding, and employee lifecycle activities
• Assist with employee relations matters and policy interpretation
• Conduct HR compliance audits and maintain personnel documentation
• Track required training completions and regulatory requirements
• Assist with employee engagement and recognition initiatives
• Prepare reports and analyze HR metrics related to recruiting, mobility, and workforce trends
• Partner with management to deliver a positive employee experience
• Perform other duties as assigned

Human Resources Manager

• Provide essential support to the HR team
• Drive HR initiatives within the organization
• Assist in delivering a broad range of HR projects
• Partner with various business units to support their HR needs
• Lead and operationalize core HR processes
• Drive colleague engagement survey strategy and follow-through
• Assist in preparing data and facilitation techniques
• Own and maintain governance of job description and role architecture frameworks
• Partner with immigration function and external counsel for visa cases
• Develop executive-ready materials to inform decision-making
• Collaborate with HR Centers of Excellence (COEs) to deliver integrated solutions
• Champion company purpose and values

HR Business Partner, Consultant

• Investigate and determine the correct Coordination of Benefits (COB) for members with multiple health insurance plans
• Review insurance eligibility, policy coverage, and documentation to verify the proper payer order
• Contact insurance carriers, Medicare (CMS), employer groups, healthcare providers, and members by phone, email, fax, and mail to validate coverage information
• Research complex healthcare eligibility issues and apply Medicare CMS and NAIC guidelines to determine primary and secondary coverage
• Document findings accurately in company systems while maintaining complete and detailed records
• Review Explanation of Benefits (EOBs) and other insurance documentation to support payment determinations
• Process incoming COB correspondence and updating eligibility records as needed
• Handle inbound and outbound calls related to Coordination of Benefits inquiries
• Meet established productivity, quality, and turnaround time goals
• Maintain HIPAA compliance and adhere to all federal, state, and client requirements
• Collaborate with teammates while working independently in a remote environment
• Identify opportunities to improve processes, documentation, and communication

Benefits Specialist

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Accurately and efficiently assesses the benefits needs of new employer groups with 50-499 lives
• provides knowledgeable responses and requests missing information as required
• Analyzes initial Requests for Proposal (RFPs), underwriting guidelines and product offerings to identify if offer can be made
• completes and responds effectively to all RFPs by partnering with internal and external business partners
• Proficiency in manual rating for all products sold in PA space (ex: STD, LTD and Life, Voluntary products)
• Systematically scrubs data - both RFP, Census and Experience data, for completeness and in accordance with minimum data requirements
• Understanding of plan designs to set up and build plan designs in PRISM
• Must understand account structure in order to complete the rating in PRISM
• Reviews rating reports for accuracy and reasonability; understands variances
• Provides accurate and timely delivery of proposal
• meets quality guidelines and turnaround times
• Ensures appropriate information flow to senior team members and to producers, field representatives, and third parties
• Manages work queue, escalates urgent issues to manager and proposes work solutions as necessary
• Proactively maintains case status in systems and assists Regional Account Executive
• Champions continuous improvement and change through identifying, planning and implementing improvements for the team or department
• Participates in special projects which support segment needs and effectively assesses and communicates business impacts
• Adheres to required documentation standards

Employee Benefits, Quote Specialist

• Define and execute the HR product, agentic solutions, automation, and workflow transformation strategy
• Build and lead a small team of design experts who identify opportunities for transformation through AI, automation, and process redesign
• Partner cross-functionally to build business cases for transformation and align investments to measurable enterprise value
• Partner with functional owners to redesign HR solutions and workflows, ensuring changes are operationally practical and scalable
• Partner with HR Technology and HRIT to identify enabling technology needs and solution architecture requirements
• Partner with People Analytics to measure outcomes, product performance, adoption, and realized business value
• Own the vision, strategy, and roadmap for transforming key HR services and workflows through AI-enabled solutions, automation, and process redesign
• Formally stand up and scale a centralized, dedicated HR product and transformation capability, reducing fragmentation and duplicative efforts across the function
• Translate HR, business, and employee needs into clear product strategies, prioritized backlogs, business cases, and release roadmaps
• Accountable for product value delivery, ensuring investments are aligned to enterprise priorities and measurable outcomes
• Serve as the voice of the customer—employee, manager, and HR—in product and design decisions
• Ensure solutions are embedded into employee and manager workflows, not treated as standalone tools
• Partner with HR Operations to transition solutions into BAU and ensure long-term stability, optimization, and performance
• Build and manage the People AI use-case portfolio, including prioritization of copilots, agents, intelligent workflows, and AI-enabled service experiences.

Managing Director – HR Product, Transformation

• This role enables associates to work virtually full-time, except for required in-person training sessions, providing maximum flexibility and autonomy.
• Responsible for researching and investigating other coverage for all of the company's groups and members on multiple platforms.
• Fully proficient in all key areas; performs multi complex functions and interprets complex rules, laws and contracts.
• Accountable for end-to-end functionality on every Coordination of Benefits(COB) function including reconciliation of claim, membership and accounting.
• Utilizes internal queries, internal resource tools, must initiate delicate-in-nature phone calls to other carriers, members, groups, providers, attorneys, CMS and Medicaid and report to identify members who are or should be enrolled in other coverage.
• Aides members in enrolling in Medicare when they are entitled.
• Determines primacy on each case using a complex set of Primacy Rules as mandated by State and Federal Laws, such as CMS Primacy and NAIC rules and comparing them against the member/groups benefits.
• Updates all of the company's membership system components with investigation results for claim coordination.
• Ensures correct forms are provided to assist members enrolling in Medicare.
• Reviews claim history to identify claims requiring reconciliation, whether processed or pended, as well as recovered in error.
• Associate must identify the correct formulas in order to adjudicates impacted claims, using multiple COB Formulas for the various product types, pursuant to State and Federal Guidelines.
• Expected to have the ability to multi-task, including handling calls, texts, facsimiles, and electronic queues, while simultaneously taking notes and speaking to customers.

eCOB Specialist II, III – Newborn Benefits

• Serve as the primary HR lead for employee relations matters across the organization.
• Conduct and manage employee investigations, including concerns involving misconduct, harassment, discrimination, retaliation, and policy violations.
• Provide guidance and recommendations regarding performance management, corrective action, and termination decisions.
• Coach managers on employee relations best practices and effective people management strategies.
• Ensure consistent, fair, and legally compliant handling of employee issues.
• Maintain thorough and accurate documentation of employee relations matters.
• Identify patterns and trends that may indicate organizational concerns and recommend proactive solutions.
• Serve as the owner and steward of the employee handbook and related workforce policies.
• Review, update, and maintain policies to ensure compliance with federal, state, and local employment laws.
• Partner with HR leadership and business leaders to communicate policy changes and expectations.
• Develop resources and training to educate leaders on policy requirements and workplace expectations.

Senior HR Business Partner, Employee Relations

• Be a People Champion for all things HR
• Drive HR strategies and initiatives
• Collaborate with team members and leaders for HR support

Human Resources Business Partner

• Provides operational support that strengthens the Global Mobility delivery model, ensuring alignment with policy, processes, business controls, and service level agreements (SLAs)
• Helps to implement and maintain internal processes for all global assignments and collaborates with Enterprise Services and COE teams to enhance procedures supporting international assignees
• Support a global workforce of 1,000+ active assignees and ~200 pending, rotational, or repatriating cases; may also support domestic relocation processes
• Serve as a subject matter champion across all relocation and deployment types

Principal Specialist, HR Operations

• Gain hands-on experience by contributing to four core areas of our HR operations; Advisory and Engagement, Complex Case Management, Operational Excellence, and Strategic Collaboration.
• HR Advisory & Engagement: Serve as a key resource for employees and managers by providing high-quality assistance and resolution for various inquiries.
• Complex Case Management: Gain exposure to high-level HR matters by assisting in the resolution of complex employee issues.
• Operational Excellence: Support the team in identifying and recommending process enhancements.
• Strategic Collaboration: Work across various teams within U.S. People Services to ensure a seamless and consistent experience for all stakeholders.

HR Ops Analyst

• Responsible for running HR Solutions Delivery as a high-performing, data-driven service organization
• Own how HR services are measured, governed, delivered, and analyzed across CVS Health
• Establish and implement best practices within the HR organization
• Partner closely with HR Centers of Excellence, HRBPs, DDAT, Finance, and business stakeholders
• Oversee the end-to-end delivery of HR solutions and services across tiered support, self-service, and COE channels
• Monitor service performance in real time; proactively identify trends, risks, and breaches and drive corrective action with service owners
• Build and operate the HR analytics capability spanning service analytics and workforce analytics

Executive Director, HR Service Management

• Effectively partner with client groups in a complex matrix and fast-paced environment with both domestic and international employees and leaders, balancing competing priorities and engaging appropriate stakeholders
• Execute on the resource plan in partnership with Talent, across the project with coordination between Corporate|ES and the Business Units
• Support an enterprise-wide PST HR Council to influence and drive project HR related milestones
• Partner with business leaders to meet organizational objectives, including talent management, organization design and development (e.g., change management), and employee engagement
• Partner with Enterprise HR and Corporate teams, HR Centers of Excellence and the People Services organization to implement program strategies to support the long-term business goals and objectives of the organization
• Partner, advise and coach leaders and employees in order to optimize employee engagement, team development, and organization effectiveness
• Counsel employees and leaders on performance development, career planning, talent development and other topics as needed
• Support HR core processes: workforce planning and optimization, performance development, change management, succession planning, employee relations, salary planning, and incentive compensation for their client group
• Objectively assess and bring to resolution employee relations issues and work with appropriate organizational stakeholders.
• Travel up to 25%, or as needed.

Associate Director, HR Business Partner, Process & Systems Transformation

• Provides direct support to individuals with disabilities as defined by the Americans with Disabilities Act (ADAAA)
• Assist employees in understanding the reasonable accommodation process, related forms and their responsibilities.
• Perform case management and coordinate the accommodations process for end-to-end case management.
• Generate and provide initial and follow-up accommodation communications to employees and various stakeholders.
• Receives and reviews medical information for disability and non-disability related temporary and long-term accommodations requests
• Engages in interactive discussions with all required stakeholders.
• Escalates complex accommodation issues and cases for guidance.
• Maintains required records of all documents, interactive discussions and decisions for purposes of OFCCP audits.
• Partners with business and technology teams for various accommodation outcomes, including Digital Technologies, site level Environmental Health & Safety and Facilities.
• Performs other duties and responsibilities as assigned.

Senior Analyst, HR Ops

• Contact candidates to schedule interviews, answer candidate questions and assist new hires with onboarding documents.
• Conduct candidate pre-employment assessments and maintain accurate candidate records.
• Communicate candidate details to interview teams, including management.
• Manage HR email inbox inquiries and follow-ups as needed.
• Provide administrative support, assist with projects, and complete weekly recruiting summaries.

Human Resources Coordinator

• Support the successful onboarding and integration of newly acquired or transitioned hotels.
• Serve as the internal Human Resources liaison between corporate HR and hotel leadership.
• Collect and monitor follow-up on HR due diligence documentation.
• Coordinate and validate job mapping and Workday transition imports.
• Organize onboarding sessions and conduct audits of census data.
• Recruit for non-executive positions and validate tax tasks.
• Partner with the Benefits team to ensure accurate associate data entry.
• Ensure compliance with all federal, state, and local employment laws.

• Assist with HR Audits
• Maintain and update HR records and trackers.
• Assist with organizing employee files and documentation.
• Support handbook and policy document management.
• Help standardize file naming and recordkeeping processes.
• Help compile HR reports and background check records.
• Support office organization and administrative projects.
• Other projects, as assigned

Human Resources Intern

• Manage intake and prioritization to maintain HR Technology roadmaps and value realization metrics.
• Heavy focus on Workday delivery.
• Ensure all initiatives are well organized, effectively scoped.
• Anticipate risks and actively manage issues in delivery.
• Promote Agile best practices across multiple delivery teams and IT partners to ensure streamlined delivery practices.
• Lead & develop a team of program managers who effectively plan, organize and execute initiatives.
• Manage the financials for HR Technology (SW cost, internal & external labor), including vendor contracts and renewals.
• Develop strategic communications intended for executive leaders and large audiences.
• Establish a culture of data driven operational excellence for the HR Technology organization.

Senior Director – Strategy & Operations, HR Technology

• Provides leadership and oversight to team
• Manages and provides expert advice on colleague relations issues
• Maintains appropriate logs and tracks Colleague Relations activity
• Leads projects to enhance Colleague Relations
• Facilitates onboarding of new team members
• Identifies gaps and provides training opportunities for direct reports

Senior Manager, Employee Relations Advisors

• Serve as a strategic advisor to business leaders on complex HR and organizational challenges.
• Participate in business planning and management processes; translate business strategy into people strategies that support major initiatives.
• Lead change leadership/management and team effectiveness efforts as the organization evolves through transformation.
• Identify and address organizational design needs, workforce planning gaps, and leadership capability opportunities.
• Continuously assess talent pools, competency readiness, and bench strength across business areas—championing a 'right person, right job, right time' philosophy.
• Partner with leadership to identify, develop, and retain key talent; develop proactive strategies to mitigate attrition risk.
• Champion enterprise hiring, development, and advancement practices.
• Consult with Compensation and business partners on compensation decisions and communications, ensuring alignment with pay-for-performance philosophy.
• Oversee the performance management cycle, ensuring quality, timeliness, and equitable outcomes.
• Provide guidance to managers on effective performance practices and employee development conversations.
• Maintain a positive, fair, and inclusive work environment; proactively identify and resolve potential employee relations issues.
• In partnership with Employee Relations and Legal, advise and coach managers on sensitive or complex employee matters, balancing legal risk with business needs.
• Conduct investigations, site assessments, and informal dispute resolutions with objectivity and sound judgment.
• Partner with Talent Acquisition to ensure qualified candidate pools for roles.
• Advise on job design, core competency frameworks, and skill requirements to ensure consistency and market alignment.
• Identify staffing trends and proactively flag workforce risks and opportunities to leadership.
• Serve as a trusted coach and resource for HR colleagues and business managers alike.

Human Resources jobs in Connecticut

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Human Resources Manager

HR Business Partner, Consultant

Benefits Specialist

Senior Human Resources Business Partner

Employee Benefits, Quote Specialist

Managing Director – HR Product, Transformation

eCOB Specialist II, III – Newborn Benefits

Senior HR Business Partner, Employee Relations

Human Resources Business Partner

Principal Specialist, HR Operations

HR Ops Analyst

Executive Director, HR Service Management

Associate Director, HR Business Partner, Process & Systems Transformation

Senior Analyst, HR Ops

Human Resources Coordinator

Human Resources Manager

Human Resources Intern

Senior Director – Strategy & Operations, HR Technology

Senior Manager, Employee Relations Advisors

AVP – Human Resources