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Human Resource Rotational Program Jobs in Stamford, CT

Socket.dev

Human Resource Business Partner

Wilton, CT · On-site

$120 - $180/hr

Guide managers and employees through the annual HR program cycle including performance management, salary planning, employee development, and other related annual programs. * Deliver HR support to ...

ASML

Human Resource Business Partner

Wilton, CT · On-site

Guide managers and employees through the annual HR program cycle including performance management, salary planning, employee development, and other related annual programs. * Deliver HR support to ...

Addition Management

Human Resources Generalist

Queens, NY · On-site

$75K - $85K/yr

... Resource Department. From interviewing to on-boarding; from time and attendance to performance management; from workplace investigations to wellness programs, the Human Resources Generalist ...

Arms Acres

Human Resources HR Generalist

Carmel, NY · On-site

$55K - $65K/yr

Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations ...

Arms Acres Inc

Human Resources HR Generalist

Carmel, NY · On-site

$55K - $65K/yr

Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations ...

EAC INC

HR Coordinator - Human Resources

Garden City, NY · On-site

$29.67/hr

... Resource Coordinator ! Are you passionate about Human Resources? EAC Network, a leading not-for-profit social service agency dedicated to helping over 80,000 people through 100 impactful programs ...

The Smilist

Human Resources Coordinator

Great Neck, NY · On-site

$60K - $65K/yr

The Human Resource Coordinator plays a crucial role in supporting the day-to-day operations of the ... and recognition programs * Coordinate the onboarding process for new employees, ensuring all ...

HousingPlus

Director Of Human Resources

New York, NY · On-site

$105K - $115K/yr

Administers and oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance ...

HousingPlus

Director Of Human Resources

New York, NY · Hybrid

$105K - $115K/yr

Administers and oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance ...

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All JobsHuman Resource Rotational Program JobsHuman Resource Rotational Program Jobs in Stamford, CT

Human Resource Rotational Program information

See Stamford, CT salary details

$28.3K

$47.2K

$64K

How much do human resource rotational program jobs pay per year?

As of Sep 2, 2026, the average yearly pay for human resource rotational program in Stamford, CT is $47,177.00, according to ZipRecruiter salary data. Most workers in this role earn between $40,000.00 and $51,200.00 per year, depending on experience, location, and employer.

What is a human resource rotational program?

A Human Resource Rotational Program is a structured early-career development initiative offered by many organizations. Participants rotate through various HR functions, such as recruitment, benefits administration, employee relations, and talent development, over a set period (usually 1-3 years). The goal is to provide broad exposure, hands-on experience, and a comprehensive understanding of HR operations, helping participants identify their strengths and preferred HR specialties. These programs often include mentorship, training sessions, and networking opportunities to support professional growth.

What kinds of projects and experiences can participants expect during a human resource rotational program?

Participants in a Human Resource Rotational Program typically gain exposure to multiple HR functions, such as talent acquisition, employee relations, compensation and benefits, and learning and development. Throughout the rotations, you may work on projects like supporting recruitment campaigns, managing onboarding processes, assisting with performance management, or helping develop employee engagement initiatives. This structure is designed to help you build a comprehensive understanding of HR practices, develop a broad skill set, and identify areas of interest for long-term career growth. Collaboration with HR business partners, managers, and other departments is common, offering valuable networking and mentorship opportunities.

What are the key skills and qualifications needed to thrive in a human resource rotational program, and why are they important?

To thrive in a Human Resource Rotational Program, candidates generally need a bachelor's degree in human resources, business, or a related field, along with foundational knowledge in HR principles and practices. Familiarity with HR information systems (HRIS), Microsoft Office Suite, and, in some programs, certification like SHRM-CP or PHR can be advantageous. Strong interpersonal skills, adaptability, and effective communication help participants excel while rotating through various HR functions and collaborating with diverse teams. These skills and qualifications are crucial for building a broad HR skill set, delivering value across departments, and preparing for future leadership roles.

What is the difference between Human Resource Rotational Program vs HR Coordinator?

AspectHuman Resource Rotational ProgramHR Coordinator
CredentialsBachelor's degree often required; some programs may prefer HR certificationsBachelor's degree in HR, Business, or related field; certifications are a plus
Work EnvironmentStructured, rotational assignments across HR functions, often in large organizationsOffice-based, supporting HR functions like recruitment, onboarding, and employee relations
Employer & Industry UsageCommon in large corporations and multinational companies for developing future HR leadersWidely used across industries for entry-level HR support roles

The Human Resource Rotational Program is designed to give participants broad exposure to HR functions through rotations, preparing them for future leadership roles. In contrast, HR Coordinators focus on supporting specific HR tasks and processes. Both roles require similar educational backgrounds, but the rotational program offers a comprehensive development experience, while the coordinator role emphasizes operational support.

What are popular job titles related to Human Resource Rotational Program jobs in Stamford, CT?

For Human Resource Rotational Program jobs in Stamford, CT, the most frequently searched job titles are:

What job categories do people searching Human Resource Rotational Program jobs in Stamford, CT look for?

The top searched job categories for Human Resource Rotational Program jobs in Stamford, CT are:

Human Resource Rotational Program jobs near you
Infographic showing various Human Resource Rotational Program job openings in Stamford, CT as of August 2026, with employment types broken down into 94% Full Time, and 6% Part Time. Highlights an 88% In-person, 6% Hybrid, and 6% Remote job distribution, with an average salary of $47,177 per year, or $22.7 per hour.

Human Resource Generalist

Haynes and Boone, LLP

New York, NY • On-site

Full-time

Posted 20 days ago

Job description

This exempt position partners with senior leadership on human resources strategy and practices, while supporting firm wide programs and initiatives including performance management, employee relations, succession planning, inclusion and engagement, change management, and learning and development. The HR Generalist provides recommendations for process improvement and provides administration and functional support within the Human Resources Department. The position will also provide ad hoc management reports; analyze key human resources metrics and processes; manage individual large projects and coordinate special projects; establish and manage project calendars and timelines.
Essential Duties
  • Partner with the senior leadership team to provide global, strategic guidance on employee relations, talent development and promotion, succession planning, performance management, learning and development, and other HR strategic initiatives.
  • Take a hands-on approach with leaders to help drive business results, improve working relationships, strengthen morale, and increase productivity and employee engagement.
  • Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
  • Provide day-to-day performance management guidance to managers (coaching, counseling, career development, disciplinary actions, etc.).
  • Develop process improvements within the human resources department to increase efficiencies. Identify and participate in continuous improvement initiatives.
  • Research and stay abreast of federal/state laws. Develop, update, and implement firm policies and procedures to ensure compliance. Document changes and send compliance alerts to the appropriate departments and offices.
  • Proactively review project requests to identify necessary actionable steps, key resources, and potential roadblocks and communicate appropriately with HR management and other stakeholders.
  • Organize and prepare clear, concise, and accurate reports, spreadsheets, PowerPoint presentations, and other correspondence, as needed.
  • Identify and recommend solutions regarding human resources policies and practices to support departmental goals.
  • Prepare internal employee communications regarding company policies and programs.
  • Develop standard and ad hoc reports related to HR metrics, programs, and processes. Research, analyze, and present data to identify trends and recommend changes for improvements.
  • Lead project and team meetings to advance department project tasks. Update project logs and facilitate follow up efforts related to project tasks. Support the rollout and implementation of HR programs.
  • Conduct annual FLSA tests on positions to determine appropriate exemption status.
  • Assist in developing, implementing, updating, and auditing the HR and recruiting processes and procedures, including processes that involve other departments, to ensure compliance with regulatory requirements. Develop and maintain process documentation as needed.
  • Develop and maintain sourcing relationships and activities to ensure the Firm has a strong staff candidate flow. Full cycle recruiting.
  • Make recommendations to the hiring manager on qualified staff candidates to be considered.
  • Provide reports that indicate trends of staff candidate availability as appropriate based on supply and demand.
  • Act as liaison between the Human Resources department and other departments for projects and other requests as needed.

Other Duties
Perform other related duties as needed or assigned.
Reporting Relationship
The HR Generalist reports directly to the Manager of Staff Learning & Development.
Subordinate staff: N/A
Qualifications
Knowledge/Experience
The HR Generalist should possess 4 or more years of relevant work experience in a human resources environment.
Skills
The HR Generalist should possess excellent written and oral communication skills with a strong ability to communicate effectively with all internal and external clients of the Firm. The ability to multi-task is essential, and appropriately prioritize the workload. Must work well independently as well as collaboratively with internal HR team members and other departments. Must be highly analytical, with the ability to identify issues and recommend solutions. Must be proficient using advanced Excel, Word, and PowerPoint, and be proficient with using HR information systems. Prior experience using Workday and Smartsheet is preferred.
Education
The HR Generalist should possess a bachelor's degree in Business Management or related field. Studies in Human Resources and PHR/SHRM-CP Certification are highly desired, but not required.
Physical Demands
Must be able to move around the office up to 15% of the time to make copies, fax, file, etc. Remains stationary at least 85% of the time. This position operates computers and other office productivity machines (e.g., fax machine, copier, printer, etc.) on a regular basis. Occasionally required to move documents or files weighing up to 15 lbs. This position requires constant communication and exchange of information with the Firm attorneys, clients and staff. This position must be able to inspect and observe information on a computer screen at least 80% of the time.
Working Conditions
Hybrid office environment on a 4:1 in-office schedule
Salary Range:
The expected salary range for this position is $110,000.00-$135,000.00. Please note that the final offer amount may vary based on experience and skillset of the selected candidate.
At Haynes and Boone, our people are the driving force behind our success. Because we value the role every individual plays in how we deliver exceptional legal services, we hire people who will contribute to our professional reputation, enhance client relationships and share in our success.
Located at the iconic 30 Rockefeller Plaza, our New York Office serves clients in banking and finance, real estate, technology, aviation, and energy and renewables and facilitates cross-border work across Asia, Latin America, and other global markets. Our energetic team of lawyers are widely recognized in their practice areas by Chambers USA (Chambers and Partners), New York Super Lawyers (Thomson Reuters), Benchmark Litigation (2021), and the 2021 edition of The Best Lawyers in America directory published by Woodward/White, Inc. Our New York team holds itself to the highest standards and believes in a culture of hard work, teamwork and inclusivity. We also believe in giving back to the local community, with lawyers serving in leadership roles with many local civic organizations. We are committed to having an inclusive workforce that reflects our communities, and we seek highly motivated lawyers and staff who value our culture of respect and teamwork.

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