People Operations Manager Jobs in Connecticut
People Operations Manager jobs in Connecticut are concentrated in Hartford, Stamford, and Bridgeport, where employers across financial services, insurance, and healthcare compete for HR professionals who specialize in workforce planning, HRIS implementation, and employee relations. Aetna, Synchrony Financial, and Yale New Haven Health are among the established Connecticut employers with recurring demand for this role, from mid-level generalists to senior leaders overseeing multi-site operations. Connecticut sits among the more active markets in the Northeast for people operations talent, particularly in organizations scaling through post-merger integration or digital HR transformation. See the openings below and apply to the ones that match your experience.
Find JobsOverview
Open roles47
Top employerCTTRANSIT
Top cityHartford, CT
Cities hiring26
Work type42% On-site
Top credentialBachelor's degree
Showing 4 of 47+ People Operations Manager jobs
VP, People Operations
We won't show you this job again
New 13h ago
Nutmeg State Financial Credit Union
VP, People Operations
Rocky Hill, Connecticut
New 13h ago
Hubbell Rotation Program - Human Resources
We won't show you this job again
New 14h ago
Hubbell
Hubbell Rotation Program - Human Resources
Shelton, Connecticut
New 14h ago
Associate Director, Human Resources
We won't show you this job again
New 23h ago
Gartner
Associate Director, Human Resources
Stamford, Connecticut
New 23h ago
Human Resources Specialist
We won't show you this job again
Added 1d ago
State of Connecticut
Human Resources Specialist
Hartford, Connecticut
Added 1d ago
New 13h ago
VP, People Operations
Nutmeg State Financial Credit Union·Rocky Hill, Connecticut
Job functions:
Bachelor's degree in business administration
Job Description
Company Overview:
Nutmeg State Financial Credit Union (NSFCU) is a values-driven organization committed to intentional actions and investments to “be the change” in our community.
Our Core Focus is to empower members and families to achieve stability, seize opportunity, and build legacy. We deliver relationship-based, impact-driven, purposeful financial solutions in a cooperative ecosystem.
Our Core Values are Integrity, Responsibility, Empathy, and Engagement.
Position Description:
The primary purpose of this position is to lead the strategy, systems, processes, compliance and service delivery functions of Human Resources to ensure operational excellence and scalability.
Essential Functions:
- Lead, Manage, and Promote Accountability
- Guide, inspire, and align your team with Nutmeg’s vision by setting a clear direction, aligning resources, and fostering a culture of accountability and trust.
- Organize people (Right People, Right Seats), process, and resources to achieve measurable results. Track performance, facilitate team meetings, and address issues promptly to maintain traction towards goals.
- Own and deliver on roles, responsibilities, and measurable outcomes that support Nutmeg’s vision. Provide clarity and coaching to address performance issues timely. Employ data-driven standards whenever possible. Foster a culture where teammates take ownership of their contributions, report progress, and resolve issues collaboratively.
- HR Operations, Compliance & Employee Lifecycle Management
- Oversee recruitment, onboarding, job changes, promotions, transfers, and offboarding processes.
- Ensure compliance with federal, state, and employment regulations across all locations.
- Maintain HR policies, procedures, and employee records.
- Manage audits, reporting requirements, and supporting regulatory examinations.
- Drive process standardization and continuous improvement to enhance efficiency and employee experience.
- Establish and monitor HR service-level standards and operational metrics.
- HR Technology, Systems & Data Management
- Lead the administration and optimization of HRIS, payroll, performance management, and other people systems.
- Develop an HR technology roadmap that supports organizational growth and automation.
- Ensure data integrity, security, reporting accuracy, and system governance.
- Develop workforce dashboards and analytics that support strategic decision-making.
- Evaluate and implement technology solutions that increase efficiency and employee & manager self-service capabilities.
- Benefits, Compensation & Vendor Management
- Oversee employee benefits, retirement plans, leave administration, and wellness programs.
- Manage compensation administration, salary structures, and market benchmarking activities.
- Lead relationships with HR vendors, brokers, consultants, outsourcing partners, and technology vendors.
- Negotiate vendor contracts and service-level agreements to maximize value and performance.
- Monitory vendor performance, compliance, costs, and service delivery outcomes.
- Identify opportunities to consolidate, streamline, or enhance vendor services.
- Process Improvement, Project Management & Operational Scalability
- Lead HR operational projects, process redesigns, and continuous improvement initiatives.
- Develop standardized workflows, documentation, and operating procedures.
- Create scalable processes to support growth, acquisitions, and organizational change.
- Manage enterprise HR projects, including system implementations and program rollouts.
- Establish operational metrics and dashboards to measure effectiveness and identify opportunities.
- Partner across departments to improve employee and manager self-service capabilities.
Responsibilities listed reflect general responsibilities of this position and are not to be construed as an exhaustive list of all duties. Other duties may be performed as needed.
Qualifications:
Experience, Education & Credentials:
- Bachelor’s degree in Human Resources, Business Administration, Management or related field required. Master’s degree in related discipline preferred.
- A minimum of seven years of progressive Human Resources experience, including responsibility for HR operations, compliance, employee relations, benefits, HR technology, and process management
- Experience overseeing HRIS, payroll, and other HR technologies.
- Demonstrated success leading cross-functional projects, process improvement efforts, and organizational change initiatives.
- Experience within a credit union, banking, financial services, or other highly regulated environment preferred.
- Preferred credentials include SHRM-SCP, SPHR or similar.
Knowledge, Skills & Abilities:
- Comprehensive knowledge of HR operations, employment law compliance, and employee lifecycle processes
- Strong expertise in HR technology, systems administration, data governance, and reporting.
- Demonstrated skill in vendor management, contraction negotiation, and third-party service oversight.
- Ability to lead process improvement initiatives, project management efforts, and operational scaling strategies.
- Strong analytical, problem-solving, and business acumen skills with the ability to leverage data for strategic decision making.
Competencies:
- Communication – the ability to communicate clearly, effectively, and empathetically.
- Emotional Intelligence – understands and manages their emotions and is attuned to the emotions of others.
- Integrity and Ethics – must act with integrity, honesty, and ethical behavior.
- Decision Making – should be able to make informed and timely decisions based on information, analysis, and critical thinking.
- Adaptability – must be adaptable to navigate through uncertainty and complexity.
- Strategic Thinking – ability to think strategically, envisioning the long-term direction for their team or organization.
- Conflict Resolution – should be skilled in handling conflicts and differences of opinion within their teams or organization.
- Team Building – understand team dynamics, leverage individual strengths, and create a positive team culture.
- Results Orientation – should be focused on achieving results and driving performance.
- Accountability – take responsibility for their actions and outcomes.
- Continuous Learning – committed to their own development and the growth of their team.
Physical Demands:
- Must be able to lift up to 10 pounds.
- Requires standing and/or sitting for an extended period of time.
Mental & Emotional Requirements:
- Must be able to perform job functions independently or with limited supervision and work effectively either on own or as part of a team.
- Must be able to read and carry out various written instructions and follow oral instructions.
- Must be capable of dealing calmly and professionally with numerous personalities and diverse perspectives both within and outside of the organization.
- Must be able to perform responsibilities with composure under the stress of deadlines and requirements for quality and timeliness.
- Must be capable of exercising high levels of discretion on both internal and external confidential matters
Nutmeg State Financial Credit Union
VP, People Operations
Rocky Hill, Connecticut
New 13h ago
Job functions:
Bachelor's degree in business administration
Job Description
Company Overview:
Nutmeg State Financial Credit Union (NSFCU) is a values-driven organization committed to intentional actions and investments to “be the change” in our community.
Our Core Focus is to empower members and families to achieve stability, seize opportunity, and build legacy. We deliver relationship-based, impact-driven, purposeful financial solutions in a cooperative ecosystem.
Our Core Values are Integrity, Responsibility, Empathy, and Engagement.
Position Description:
The primary purpose of this position is to lead the strategy, systems, processes, compliance and service delivery functions of Human Resources to ensure operational excellence and scalability.
Essential Functions:
- Lead, Manage, and Promote Accountability
- Guide, inspire, and align your team with Nutmeg’s vision by setting a clear direction, aligning resources, and fostering a culture of accountability and trust.
- Organize people (Right People, Right Seats), process, and resources to achieve measurable results. Track performance, facilitate team meetings, and address issues promptly to maintain traction towards goals.
- Own and deliver on roles, responsibilities, and measurable outcomes that support Nutmeg’s vision. Provide clarity and coaching to address performance issues timely. Employ data-driven standards whenever possible. Foster a culture where teammates take ownership of their contributions, report progress, and resolve issues collaboratively.
- HR Operations, Compliance & Employee Lifecycle Management
- Oversee recruitment, onboarding, job changes, promotions, transfers, and offboarding processes.
- Ensure compliance with federal, state, and employment regulations across all locations.
- Maintain HR policies, procedures, and employee records.
- Manage audits, reporting requirements, and supporting regulatory examinations.
- Drive process standardization and continuous improvement to enhance efficiency and employee experience.
- Establish and monitor HR service-level standards and operational metrics.
- HR Technology, Systems & Data Management
- Lead the administration and optimization of HRIS, payroll, performance management, and other people systems.
- Develop an HR technology roadmap that supports organizational growth and automation.
- Ensure data integrity, security, reporting accuracy, and system governance.
- Develop workforce dashboards and analytics that support strategic decision-making.
- Evaluate and implement technology solutions that increase efficiency and employee & manager self-service capabilities.
- Benefits, Compensation & Vendor Management
- Oversee employee benefits, retirement plans, leave administration, and wellness programs.
- Manage compensation administration, salary structures, and market benchmarking activities.
- Lead relationships with HR vendors, brokers, consultants, outsourcing partners, and technology vendors.
- Negotiate vendor contracts and service-level agreements to maximize value and performance.
- Monitory vendor performance, compliance, costs, and service delivery outcomes.
- Identify opportunities to consolidate, streamline, or enhance vendor services.
- Process Improvement, Project Management & Operational Scalability
- Lead HR operational projects, process redesigns, and continuous improvement initiatives.
- Develop standardized workflows, documentation, and operating procedures.
- Create scalable processes to support growth, acquisitions, and organizational change.
- Manage enterprise HR projects, including system implementations and program rollouts.
- Establish operational metrics and dashboards to measure effectiveness and identify opportunities.
- Partner across departments to improve employee and manager self-service capabilities.
Responsibilities listed reflect general responsibilities of this position and are not to be construed as an exhaustive list of all duties. Other duties may be performed as needed.
Qualifications:
Experience, Education & Credentials:
- Bachelor’s degree in Human Resources, Business Administration, Management or related field required. Master’s degree in related discipline preferred.
- A minimum of seven years of progressive Human Resources experience, including responsibility for HR operations, compliance, employee relations, benefits, HR technology, and process management
- Experience overseeing HRIS, payroll, and other HR technologies.
- Demonstrated success leading cross-functional projects, process improvement efforts, and organizational change initiatives.
- Experience within a credit union, banking, financial services, or other highly regulated environment preferred.
- Preferred credentials include SHRM-SCP, SPHR or similar.
Knowledge, Skills & Abilities:
- Comprehensive knowledge of HR operations, employment law compliance, and employee lifecycle processes
- Strong expertise in HR technology, systems administration, data governance, and reporting.
- Demonstrated skill in vendor management, contraction negotiation, and third-party service oversight.
- Ability to lead process improvement initiatives, project management efforts, and operational scaling strategies.
- Strong analytical, problem-solving, and business acumen skills with the ability to leverage data for strategic decision making.
Competencies:
- Communication – the ability to communicate clearly, effectively, and empathetically.
- Emotional Intelligence – understands and manages their emotions and is attuned to the emotions of others.
- Integrity and Ethics – must act with integrity, honesty, and ethical behavior.
- Decision Making – should be able to make informed and timely decisions based on information, analysis, and critical thinking.
- Adaptability – must be adaptable to navigate through uncertainty and complexity.
- Strategic Thinking – ability to think strategically, envisioning the long-term direction for their team or organization.
- Conflict Resolution – should be skilled in handling conflicts and differences of opinion within their teams or organization.
- Team Building – understand team dynamics, leverage individual strengths, and create a positive team culture.
- Results Orientation – should be focused on achieving results and driving performance.
- Accountability – take responsibility for their actions and outcomes.
- Continuous Learning – committed to their own development and the growth of their team.
Physical Demands:
- Must be able to lift up to 10 pounds.
- Requires standing and/or sitting for an extended period of time.
Mental & Emotional Requirements:
- Must be able to perform job functions independently or with limited supervision and work effectively either on own or as part of a team.
- Must be able to read and carry out various written instructions and follow oral instructions.
- Must be capable of dealing calmly and professionally with numerous personalities and diverse perspectives both within and outside of the organization.
- Must be able to perform responsibilities with composure under the stress of deadlines and requirements for quality and timeliness.
- Must be capable of exercising high levels of discretion on both internal and external confidential matters
See All 47 People Operations Manager Jobs in Connecticut
Find roles in Connecticut that match your experience and apply in just a few clicks.
Find JobsPeople Operations Manager Jobs by City in Connecticut
Where Connecticut roles are concentrated, by current openings.
Hartford
8 jobsStamford
5 jobsShelton
3 jobsHamden
2 jobsNorwalk
2 jobsNorwich
2 jobsFairfield
2 jobsNew Haven
2 jobsMiddletown
2 jobsNorth Haven
2 jobsCanton
1 jobGroton
1 jobMystic
1 jobBethany
1 jobMadison
1 jobCheshire
1 jobCromwell
1 jobMansfield
1 jobWaterbury
1 jobBloomfield
1 jobBrookfield
1 jobFarmington
1 jobManchester
1 jobNew Canaan
1 jobRocky Hill
1 jobWest Hartford
1 jobPeople Operations Manager Job Market in Connecticut
A snapshot from current Connecticut openings, updated as new roles post.
Who's Hiring
What Connecticut Employers Look For
The qualifications that appear most often in people operations manager jobs across Connecticut.
- Bachelor's degree in human resources, organizational psychology, or a related business field
- PHR or SPHR certification from HRCI, or SHRM-CP or SHRM-SCP credential
- Three or more years managing HR operations, people programs, or an HR generalist team
- Hands-on experience with an HRIS platform such as Workday, UKG, or ADP Workforce Now
- Demonstrated experience designing or administering employee performance and engagement programs
- Familiarity with Connecticut employment law, including PFMLA and paid sick leave requirements
People Operations Manager Jobs in Connecticut: Frequently Asked Questions
How do you become a people operations manager in Connecticut?
A bachelor's degree in human resources or a related field is the standard starting point for this role in Connecticut. Connecticut does not require a state-issued license to work as a people operations manager, but most hiring managers expect a nationally recognized HR credential such as the SHRM-CP, SHRM-SCP, PHR, or SPHR. Candidates who combine that credential with direct experience managing HR programs at Connecticut employers in insurance, healthcare, or financial services move most quickly into manager-level roles.
How much do people operations managers make in Connecticut?
People operations managers in Connecticut earn a median of about $165,930 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $102,530 for the lowest 10% to over $295,480 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire people operations managers in Connecticut?
Employers hiring people operations managers in Connecticut right now include CTTRANSIT, NBCUniversal, and State of Connecticut, based on current listings on Migrate Mate as of August 2026. Connecticut's dense concentration of insurance carriers and financial institutions headquartered in the Hartford and Stamford corridors means hiring for this role stays relatively consistent year-round.
Which Connecticut cities have the most people operations manager jobs?
Hartford, Stamford, and Shelton have the most people operations manager openings in Connecticut. Hartford drives volume through its status as a national insurance hub, home to carriers and financial services firms with large people operations functions, while Stamford and Bridgeport draw from the New York metropolitan corridor and host regional headquarters of global companies with ongoing HR leadership needs.
Are there remote people operations manager jobs in Connecticut?
Yes, and more than many comparable HR roles. About 58% of people operations manager openings tied to Connecticut are remote or hybrid as of August 2026, reflecting the desk-based and systems-heavy nature of much of the work. Strategic functions like HRIS administration, people analytics, and policy development are the most commonly offered remotely, while roles with direct responsibility for on-site employee relations or benefits enrollment tend to require in-person presence.
How can I get hired as a people operations manager in Connecticut with little or no experience?
The most realistic path is starting as an HR coordinator or HR generalist at a mid-size Connecticut employer, then moving into a people operations manager role after building two to three years of program ownership. Large Connecticut employers in healthcare, such as Yale New Haven Health and Hartford HealthCare, and insurance carriers like Cigna and The Hartford regularly hire entry-level HR associates into rotational or developmental programs. A SHRM-CP credential gives candidates without direct management experience a credible signal, and proficiency in Workday or UKG closes gaps quickly for operations-focused roles.
Where can I find and apply to people operations manager jobs in Connecticut?
You can find and apply to people operations manager jobs in Connecticut on Migrate Mate, which lists current Connecticut openings from employers actively hiring. Search the listings, find the roles that match your experience and location, and apply directly to the ones that fit.
See All 47 People Operations Manager Jobs in Connecticut
Find roles in Connecticut that match your experience and apply in just a few clicks.
Find JobsRelated Jobs in Connecticut
Supply Chain Manager JobsConnecticut
HR Operations Specialist JobsConnecticut
Business Manager JobsConnecticut
Operations Director JobsConnecticut
Service Team Member JobsConnecticut
Operations Supervisor JobsConnecticut
Legal Operations Specialist JobsConnecticut
Service Supervisor JobsConnecticut
Supply Chain Specialist JobsConnecticut