Human Resources Manager

At a Glance

Legrand has an exciting opportunity for a Human Resources Manager to join the team in West Hartford, CT. The Human Resources Manager is a collaborative and solutions-oriented HR leader who partners with the central functions to drive organizational effectiveness, talent growth, and employee engagement.

The HR Manager serves as the primary and strategic HR advisor to assigned corporate functions, providing comprehensive support across the employee lifecycle. Reporting to the Vice President of Human Resources, the role partners with functional leaders and HR Centers of Excellence to translate business needs into effective talent, performance, compensation, employee-relations, and organizational solutions. The position requires sound judgment, ethical decision-making, relationship-building, disciplined execution, and the ability to ensure accountability. This role offers a unique opportunity to partner directly with senior leaders across key enterprise functions, influence organizational strategy, and help shape the employee experience for the teams that enable Legrand's continued growth.

What Will You Do?

Serve as the primary HR Manager to the LNCA central function teams, including HR, Finance, IT, Marketing, and CSR.

Responsibilities include:

• Responsible for all HR Generalist activities for approximately 500 employees through the employee lifecycle related to the central function employees, including but not limited to recruiting partnership, employee relations, onboarding, offboarding, performance management, leave management, compensation planning, etc.
• Partner with functional leaders and teams on org design, workforce planning, talent strategy, succession, and leadership effectiveness.
• Translate enterprise and functional priorities into clear people plans aligned to business outcomes. Build metrics/dashboard for the central functions to assess trends and progress.
• Lead, coordinate and translate talent discussions for functional teams (succession, risk, readiness, development actions), keeping alignment between both LNCA and the respective division.
• Coach people managers on performance management, engagement, and change leadership.
• Act as a connector between functional leaders, divisional functional HR leaders, and Group HR to ensure alignment and clarity of ownership.
• Identify patterns, risks, and opportunities across functions and proactively elevate insights to the VP, HR.
• Drive participation, readiness, and outcomes tied to CSR and talent objectives partnering with LNCA Talent Acquisition Manager and the Talent team.
• Ensure compliance with federal, state, and local employment laws while partnering with leaders to mitigate organizational risk.
• Serve as a key contributor to strategic HR initiatives including talent management, workforce planning, succession planning, culture programs, HR technology adoption, and organizational change efforts.

Engagement and culture

• In partnership with central function leadership teams support the engagement and PULSE survey strategy—analysis, communication, action planning, and follow‑through. Be a resource to ensure engagement actions are focused, differentiated and measurable.

Programs, Metrics & Operating Cadence

• Improve and evolve a consistent central functions cadence for people metrics (hiring, turnover, diversity, engagement, learning, succession).
• Execution of enterprise HR programs while maintaining relationships and accountability.
• Support transversal project work in partnership with the HR Leadership team.

Required:

• 7+ years of progressive HR experience, with significant experience in HRBP work in a matrixed, multi‑business environment.
• Demonstrated and proven ability to build scalable programs, services or processes and translate strategy into execution.
• Strong data fluency—comfortable using metrics to drive decisions, guide and influence leaders.
• Credibility with leaders and ability to navigate complexity without formal authority.

Preferred:

• Experience supporting enterprise or functional organizations (Ops, Finance, IT, Strategy).
• Background in manufacturing, or technology industries.
• Familiarity with LNCA or Group HR frameworks, systems, and governance models.
• Track record of simplifying work, removing waste, and improving impact at scale.