Human Resources Director

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 announcementsHR 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.