Human Resources Supervisor

Job Summary

The Human Resources (HR) Supervisor provides consultative support to business unit managers in the areas of Organizational Training, Performance Management, Health and Safety, Compensation and Benefits, Talent Acquisition, Employee Relations, Labor Relations, and Workforce Planning. This position provides valued solutions to management for the implementation of HR initiatives. This position may supervise specialists and administrative staff.  

The primary responsibility of this position is to help the organization achieve its business objectives through the effective use of its human capital resources. To do this, the HR Supervisor provides coaching on policy and procedures, employee discipline, retention, health and safety, and other issues. This individual provides guidance on performance and talent management, workforce and succession planning, and employee career development. He/she also promotes organizational change to ensure that initiatives are effectively implemented, and develops an effective consultative partnership with business management. The HR Supervisor is also responsible for implementing HR initiatives. Duties include developing plans to successfully execute initiatives, communicating plans and gaining support for initiatives, and ensuring programs align with business needs.  

Another important responsibility is conducting comprehensive HR investigations. This involves monitoring large, complex employee relations initiatives to provide guidance on potential legal risks, and directing HR process implementation to prevent potential sources of legal problems. Other tasks include implementing thorough, legally sound investigative methodology and analyzing investigation results to identify trends. The HR Supervisor also monitors regulatory compliance concerns to assist with audit preparation, provide process updates, and develop compliance recommendations.

Other Duties  

• Incorporate feedback from line and business management to maximize HR program effectiveness, drive human capital decisions, recommend HR process changes, and demonstrate organizational value
• Implement affirmative action plan compliance
• Work with HR and business management in implementing recognition programs that promote corporate values and enhance employee retention
• Collaborate with Benefits and Compensation to implement the merit increase process and support the focus on employee performance
• Share feedback on the effectiveness of HR processes to support process improvement
• Provide support to management in areas related to employee concerns, problem resolution and HR tools and systems
• Coach business units and service centers on best practices implementation of compliance procedures
• Collaborate with others to identify employee skill gaps and implement employee development plans
• Determine employee training needs to produce continuous development plans
• Provide feedback and support
• Conduct performance evaluations and resolve individual and group performance issues

Preferred Competencies

• Applies benefits, compensation, retirement and healthcare knowledge in working with HR programs, processes and issues
• Applies labor and employment law knowledge to business decisions
• Applies legal, regulatory and safety compliance knowledge to reduce company risk
• Applies knowledge of occupational health and safety and related laws and regulations to drive company processes, programs, procedures and practices related to work safety, and accident and injury prevention
• Applies an understanding of policies and procedures to situations and operations in a business area
• Applies supply chain and logistics knowledge of the flow of materials, information, and finances involved in manufacturing and distributing products
• Applies workforce planning knowledge to evaluate labor markets and devise strategies to attract talent
• Coaches and develops others using career development processes and tools
• Designs and develops integrated solutions to business problems by determining requirements and critical elements, identifying alternatives, developing the business case, creating project designs, and ensuring the solution meets service, cost and/or quality goals