WHAT DOES A HUMAN RESOURCES SUPERVISOR DO?

Published: Aug 6, 2025 - The Human Resources Supervisor leads change initiatives, ensures consistent HR policy application, and supports talent development through systems like Workday and LMS. This role also manages recruitment, training, and employee relations, while contributing to safety goals and coaching HR staff. The supervisor ensures fair practices and supports organizational effectiveness.

A Review of Professional Skills and Functions for Human Resources Supervisor

1. Human Resources Supervisor Duties

  • Compliance: Drive the organization's compliance with Federal, State and Local laws and regulations
  • Customer Service: Performs customer service functions by answering employee requests and questions
  • Meeting Support: Support Leadership and employees with meetings and adherence to performance standards
  • HR Reporting: Provide HR reporting data to Selah’s Board of Directors, Executives and Management
  • KPI Tracking: Track and present HR Key Performance Indicators to Executives and Management
  • Strategic Planning: Strategize and collaborate with Leadership on company-wide goals and objectives
  • Onboarding Process: Drive the onboarding process by identifying, interviewing, orienting, and qualifying candidates for employment and internship
  • Performance Management: Support Leaders through the performance management and documentation process
  • HRIS Management: Manage employee and organization data through the HR Information System
  • Benefits Administration: Assist with the management of Benefit plans by federal and state regulations
  • Payroll Verification: Verify personnel payroll accuracy before submission by Finance
  • Policy Training: Create and train Selah employees on new/updated policies and procedures
  • Role Assignment: Assign roles in the Selah Database
  • Database Management: Assign employees to the Apricot Database
  • Job Design: Collaborate with Leadership to create organizational requirements related to job descriptions, training plans, etc.

2. Human Resources Supervisor Details

  • Strategic Planning: Evaluate, further develop and improve the strategic plan of human resources for the facility
  • Team Leadership: Lead, coach and oversee a small staff of HR professionals
  • Communication: Communicate at executive, manager and staff levels to resolve HR inquiries and concerns
  • Project Partnership: Partner with operations on HR-related projects and communication
  • Staff Coaching: Coach and mentor staff on HR-related concerns
  • Benefits Negotiation: Develop, negotiate and finalize site benefit packages
  • Practice Improvement: Establish and improve HR practices based on data and analysis
  • HR Operations: Manage the day-to-day HR operations, including payroll, through the frontline HR team members
  • Team Coaching: Empower and coach the HR team to meet their individual and team goals
  • System Development: Improve and develop HRIS system capabilities, ensuring the maximization of the software system
  • Project Management: Manage multiple HR projects at a time
  • HR Support: Complete daily HR functions to support the team

3. Human Resources Supervisor Responsibilities

  • Change Advocacy: Serve as a Change Agent and quality hiring advocate
  • Team Supervision: Supervises team by providing coaching, performance management, and ensuring compliance with appropriate laws and practices and requests for information
  • Customer Service: Ensures excellent customer service is provided to employees, applicants, managers, and other community members
  • Performance Evaluation: Completes performance evaluation plan (PEP) on employees in a timely and constructive manner
  • Needs Assessment: Works with management to understand current and future needs and develops process improvement plans
  • Productivity Improvement: Participates in intra-departmental and inter-departmental efforts for continuous safety, quality, and productivity improvement
  • Service Design: Designs methods for continuous improvement in the delivery of services by soliciting internal and external feedback, using best practice models and organizational goals
  • Policy Counseling: Provides counsel to the management team on policies and practices regarding employment issues
  • Strategic Planning: Strategic planning, continuous improvement, and directing the team to achieve goals and objectives
  • Budget Development: Prepares budgets, develops business plans, and identifies opportunities for improving budgets
  • Training Promotion: Promotes and completes required training

4. Human Resources Supervisor Job Summary

  • Stakeholder Relations: Develop and maintain strong relationships with the business and key stakeholders in assigned business partner areas
  • Decision Coaching: Coach and influence the best decisions related to employee relations matters, performance management, workforce planning, talent attraction, retention, leave management, and employee engagement
  • Benefits Strategy: Determine the overall benefits strategy to best attract and retain talent
  • HR Communication: Develop HR communications plans that educate employees on programs and build awareness of career development opportunities within SHP
  • Performance Management: Coordinate and communicate the employee performance appraisal program expectations and process, and train leaders on utilizing the performance management system Trakstar
  • Program Oversight: Develop, implement, and oversee benefit programs and utilize HR staff to assist with communication, consultation, and administration of Swanson’s program offerings
  • Talent Planning: Determine leadership development, succession planning, and talent management programs
  • Brand Support: Support initiatives that build the Swanson employment brand
  • HR Supervision: Directly supervise and/or delegate work to HR staff who perform HR and payroll functions
  • Admin Leadership: Supervise Swanson’s Administration Function by leading staff and delegating work related to reception operations
  • Vendor Management: Serve as primary vendor relations liaison for HR vendors and third-party administrators
  • Process Improvement: Provide input on the continuous improvement of HR processes with a focus on cost management and efficiency gains
  • Regulation Compliance: Ensure compliance with applicable government regulations
  • Timely Reporting: Ensure the timeliness and accuracy of required reporting and fees
  • Policy Development: Assist in the development and implementation of personnel policies and procedures
  • Legal Awareness: Participate in internal and external trainings, associations, newsletters and programs to stay up-to-date on current HR trends and changing laws to ensure compliance with best practices and legal requirements
  • Team Collaboration: Maintain a positive and professional working relationship with peers, management, and support resources, with a constant commitment to teamwork and exemplary customer service
  • Professional Conduct: Conducts self in the presence of customers and community to present a professional image of SHP
  • HR Support: Support the HR team in other functional areas

5. Human Resources Supervisor Accountabilities

  • Applicant Support: Provide office support in the screening, interviewing, and testing of applicants
  • Internal Notification: Notify existing staff of available internal positions or opportunities
  • Record Maintenance: Maintain personnel records using information technology equipment
  • Staffing Assistance: Assist the Corporate HR manager in obtaining temporary staff from contract agencies
  • Payroll Processing: Carry out payment processing by calculating employee salaries, distributing checks, and maintaining payroll records
  • Policy Preparation: Prepare paperwork for human resources policies and procedures
  • Leave Processing: Process employees’ requests for time off
  • Query Management: Manage the department’s telephone center and address queries accordingly
  • Communication Reporting: Prepare reports and presentations for internal communications
  • Employee Orientation: Provide information on company operations to orient new employees
  • Payroll Assistance: Assist in payroll preparation by providing relevant data like absences, bonuses, and leaves
  • Database Updating: Update human resources databases by inputting information on new hires, separations, vacations, and sick leaves
  • ID Issuance: Prepare passes, identification cards and badges for employees according to their ranks
  • Floor Visibility: Remain visually on the production floor daily
  • Action Documentation: Document human resources actions by completing forms, logs, and records
  • Knowledge Updating: Update job knowledge by participating in educational opportunities and reading professional publications

6. Human Resources Supervisor Functions

  • Human Resources Needs: Based on business direction and goals, identify immediate and long-term human resources needs
  • Policy Compliance: Ensure compliance with Valtris HR policies and state and federal laws
  • Change Management: Plan and coordinate with corporate HR and business leaders to develop communications and actions to lead and manage change at the Bridgeport and Ft Worth facilities
  • Employee Relations: Provide counsel to employees and managers on the constructive resolution of employee relations issues
  • Talent Acquisition: Manage the recruitment, selection and staffing process for hourly and salaried positions
  • Payroll Management: Manage hourly, bi-weekly and semi-monthly payroll function to ensure accurate and timely payroll processing
  • Recordkeeping Oversight: Oversee maintenance of site personnel records, benefit plan participation, personnel transaction records and associated recordkeeping
  • Benefits Support: Address employee inquiries about insurance or retirement benefits
  • Data Integrity: Troubleshoot errors and ensure data integrity, and interface with vendors

7. Human Resources Supervisor Job Description

  • Talent Acquisition: Recruits the personnel for Country HQ positions with the required qualifications in case there is a vacancy in current positions or if additional staff is needed in compliance with the corporate procedures
  • Data Entry: Enter data on the recruitment and exit process into the HR system
  • Process Coordination: Plans and conducts all recruitment processes, such as placing job ads in career portals
  • Candidate Screening: Makes filtering, organizing the interviews, and selecting the personnel
  • Reference Verification: Conducts reference checks of selected personnel before offers
  • List Management: Provides long lists to store managers for store positions
  • Compliance Tracking: Ensures that legal duties of the recruitment process are carried out, especially making the necessary documents for the registration of new personnel ready and forwarding them to the country's payroll team
  • Professional Communication: Conducts all correspondence with the applicants in corporate format and promptly during or after the recruitment process
  • Promotion Monitoring: Follows and applies promotion programs for Store Manager, mid-level and VM positions in the store as per the related procedures announced by HQ
  • System Utilization: Uses HR recruitment and exit modules actively
  • Probation Tracking: Follows the probation period of new personnel and sends the probation period surveys to the related managers
  • Report Preparation: Prepares statistical information required for ongoing projects, etc., and reports to the Head Office Recruitment Department
  • Staffing Operations: Handles all recruiting and staffing operations in the country in compliance with the corporate procedures and country legislation
  • Interview Execution: Conducts exit interviews with the personnel and reports to the Head Office International Recruitment Department
  • Training Coordination: Handles all training and development needs of store and country head office employees based on orientation, occupational expertise, and leadership competencies, to plan, carry out and follow up the training activities to be made in the country

8. Human Resources Supervisor Overview

  • HR Support: Support the business field with relevant HR matters
  • Policy Compliance: Ensure HR practices and policies in Taiwan adhere to statutory requirements
  • Recruitment Administration: Support the recruitment process, management of applicants, contracting and renewal, and administration of contracts
  • Employee Onboarding: Handle formalities in conjunction with the entry of employees
  • Data Coordination: Coordinate and submit new join employee information to HK Regional HR for PN account creation
  • Probation Management: Responsible for probation review and informing HK Regional HR by providing supporting documents
  • Orientation and Exit: Conduct an orientation program and an exit interview for staff
  • Record Maintenance: Update and maintain the personal file for each staff member
  • Benefits Administration: Responsible for the administration of pension and insurance for staff
  • Workforce Planning: Support and planning of the personnel according to the company strategy and business field requirements
  • Performance Evaluation: Administrate and implement the exercises of annual employee performance evaluation, annual review, and/or discretionary bonus
  • HR Reporting: Prepare monthly regional reports such as Staff Movement Report, Staff List, Cost Split Report, Payroll details, and month-end Organization Chart to HK Regional HR
  • Exit Notification: Inform HK Regional HR of the leaving staff's information for closing the PN account
  • Policy Execution: Responsible for the administration and execution of the Directive/Policy/Procedure/Manual/Workflow issued by corporate HR and HK Regional HR
  • Staff Movement Updates: Update the HK Regional HR department on key staff movements such as new join, transfer, promotion, and leaving for the Regional Staff Movement Announcement
  • Payroll Management: Prepare and oversee monthly payroll calculations and final payment
  • HR System Administration: Responsible for the administration of the HRM system

9. Human Resources Supervisor Details and Accountabilities

  • Legal Compliance: Supports Human Resource Director and Office Administrator with compliance with current state and federal employment laws
  • Law Education: Attends employment law seminars
  • Policy Forecasting: Proactively anticipates potential changes to employment laws, including the impact of relevant court decisions, and advises stakeholders accordingly
  • Policy Enforcement: Ensures that the Firm's employment, safety, employee relations, and equal opportunity policies and practices comply with the applicable provisions of federal and state labor laws, including appropriate record keeping and file maintenance
  • Leave Management: Manages staff leave of absence
  • Issue Resolution: Evaluates issues and recommends solutions to the Human Resources Director and Office Administrator in the area of Leave of Absences
  • Subject Expertise: Maintains subject matter expertise in various employee leave programs and state and federal legislation
  • Employee Counseling: Counsels employees regarding individual leave of absence needs
  • Coaching Support: Supports Office Administrator and Managers in providing employee relations coaching and counseling
  • Conflict Handling: Works closely with department heads and supervisors in reviewing employee relations activities and conducting employee counseling sessions
  • Discipline Recommendation: Recommends appropriate course of action and disciplinary discussions to the Human Resources Director and Office Administrator
  • Process Planning: Plans and implements the annual performance management process
  • Compensation Review: Partners with and advises the Office Administrator and Human Resources Director during the compensation and bonus review process, including researching and compiling market and historical data, together with recommendations
  • Salary Benchmarking: Maintains current knowledge of labor market trends and recommends competitive salaries for new hires, transfers, and promotions
  • Training Development: Develops and facilitates professional development training programs for professional staff in conjunction with the Office Administrator and the Human Resources Director
  • Talent Acquisition: Conducts full-cycle recruitment for exempt and non-exempt positions, student internships, and temporary/contract employees
  • Candidate Screening: Maintains job postings, conducts and coordinates interviews, completes employment references and verifications
  • OFCCP Compliance: Ensures recruitment efforts are in compliance with OFCCP regulations and are consistent with a government contractor status

10. Human Resources Supervisor Tasks

  • Audit Participation: Participates in annual audits of job descriptions, internal processes and documentation
  • FLSA Compliance: Ensures accuracy of responsibilities, consistency and compliance with FLSA requirements
  • Data Management: Maintains employee profile information and attendance tracking using Human Resources Information Systems (HRIS) database
  • Process Improvement: Acts as subject matter expert in time-keeping/wage and hour process improvements and audits/reporting
  • Policy Support: Works with department heads and supervisors to support time-keeping compliance
  • Exit Oversight: Oversees the employee departure process
  • Information Delivery: Provides information to departing employees
  • Paperwork Preparation: Maintains and prepares the necessary paperwork
  • Exit Analysis: Conducts exit interviews and maintains and communicates results of exit interviews to the Human Resources Director and Office Administrator
  • Data Reporting: Creates analytics with exit data and analyzes results with the Office Administrator and the Human Resources Director
  • Policy Administration: Regularly interfaces with New York Human Resources, Payroll, Benefits and other employees throughout the Firm to appropriately administer Firm policies
  • Policy Review: Proposes changes to existing policy and procedures, and as part of the annual Handbook review process to ensure policies are appropriate, compliant and easily understood
  • Event Planning: Budgets, proposes and launches employee and Firm special events and functions
  • Report Production: Produces and develops Human Resources/employee reporting needs including quarterly reports for the Office Administrator and Human Resources Director
  • Program Coordination: Maintains current knowledge of State, local and regional requirements for professional staff transit/commuter programs and coordinates with the Human Resources Director and the Office Administrator on the administration of appropriate programs
  • Wellness Program: Collaborates with office administrative support to coordinate various office-wide Live Well Work Well programs
  • Record Maintenance: Maintains employee records and departmental files by departmental procedures and Human Resources and state and federal record-keeping requirements
  • Communication Skills: Demonstrates effective interpersonal, written and verbal communication skills to facilitate effective work relationships with others
  • Resource Management: Manages the Firm's resources responsibly
  • Policy Compliance: Complies with and understands the Firm's operation, policies and procedures

11. Human Resources Supervisor Roles

  • Team Collaboration: Facilitate a collaborative environment and implement appropriate change management initiatives
  • Customer Service: Provide customer service to support the business through the consistent application of Human Resources policies and training practices
  • Talent Development: Create an environment to support the ongoing development of talent utilizing current processes and systems (Workday, LMS, etc.)
  • Needs Assessment: Diagnose organizational development needs and identify the best solutions
  • Program Administration: Administer the BW Educational Assistance Program
  • Training Planning: Identify training needs and recommend training programs that support the organization’s change management initiatives and the need for developing the knowledge and skills of all internal talent
  • Training Delivery: Coordinate and conduct internal training programs and evaluate their effectiveness
  • Talent Acquisition: Perform recruitment/placement activities for salaried non-exempt and exempt positions
  • Recruitment Strategy: Utilize the most appropriate and cost-effective recruitment means (Workday, recruiting agencies, etc.)
  • Metrics Tracking: Track recruitment metrics like time to hire and cost per hire
  • Interview Coordination: Coordinate the interviewing process for candidates
  • Policy Compliance: Ensure policies and procedures are followed fairly and consistently
  • Employee Relations: Implement employee relations activities that encourage employee engagement and positively affect morale
  • Investigation Handling: Conduct internal investigations and recommend a level of discipline
  • Staff Coaching: Provide coaching and guidance to HR staff
  • Safety Support: Contribute to the development and implementation of site safety and health goals, objectives, rules and procedures
  • EHS Compliance: Actively participate in the Global Star Safety Framework (GSSF) program, as well as follow all EHS rules, procedures and policies

12. Human Resources Supervisor Additional Details

  • Leadership Partnership: Partner with manufacturing plant leadership, considered an effective and valued business partner in advancing MBM culture to best attract, motivate, develop and retain a diverse group of employees
  • Performance Coaching: Proactively coach and come alongside leaders to drive results through the disciplined application of MBM
  • Strategic Guidance: Provide strategic guidance to leaders in areas of change management and employee development, including individual performance development, career and talent development
  • Workplace Culture: Establish and maintain a positive work environment for all employees
  • Team Supervision: Supervise three journey-level human resources analysts and one human resources technician
  • Employee Relations: Perform specialized and highly complex employee relations work in negotiations, employee discipline, contract (MOU) interpretation and grievance administration
  • Talent Selection: Supervise recruitment/selection and classification functions
  • Policy Management: Assist the Human Resources and Risk Manager with creating and maintaining policies, goals, and other metrics to measure the effectiveness of the team
  • Budget Planning: Participate in budget preparation and administration
  • Rule Interpretation: Interpret rules, standards, and procedures
  • Relationship Building: Build and maintain positive working relationships

13. Human Resources Supervisor Essential Functions

  • HR Consulting: Consult with management to assist in providing HR guidance on the 2nd and 3rd shifts
  • Issue Advising: Advise management in the appropriate resolution of employee relations issues
  • Policy Compliance: Consult with HR Manager to ensure solutions comply with policies and laws
  • Investigation Conducting: Conduct thorough employee relations investigations and determine and/or recommend the best corrective action for each situation
  • Relations Building: Create a positive employee relations environment that enhances strong employee relations and high-level performance and lead by example
  • Performance Coaching: Provide day-to-day performance management (coaching, counseling, career development, disciplinary actions, terminations, and goal setting)
  • Orientation Delivery: Conduct new hire orientation, 15/30/45-day check-ins, stay interviews, STOP observations, and round tables for 2nd and 3rd shift employees
  • Talent Recruiting: Recruit for exempt and non-exempt roles
  • Leave Management: Provide assistance and management of LOAs and workers’ compensation claims for 2nd and 3rd shift employees
  • Benefits Administration: Responsible for benefits on the 2nd and 3rd shifts including benefits orientation sessions, life events, open enrollment, 401(k), notifications, and doctors’ notes
  • Trend Reporting: Report turnover and trends
  • Survey Coordination: Coordinate the taking of the annual engagement survey on the 2nd and 3rd shifts
  • Event Planning: Assist with the coordination of employee events as well as events to raise funds for Children’s Miracle Network Hospitals

14. Human Resources Supervisor Role Purpose

  • Policy Development: Participates in developing and implementing department policies, goals, objectives, and systems
  • Method Evaluation: Constantly evaluates HR policies and methods
  • Solution Analysis: Develops HR solutions by collecting and analyzing information
  • Action Recommendation: Recommends best practices/courses of action
  • Plan Administration: Administers various Human Resources plans and procedures for all company personnel
  • Staff Oversight: Oversees HR Administrators and ensures that their duties are performed efficiently
  • Function Supervision: Supervises HR functions such as staffing, communications, payroll, benefits, training, reporting, unemployment, I-9, etc.
  • Issue Management: Manages daily flow of inquiries from employees, delegates issues, and ensures the delivery of accurate and timely feedback
  • Conflict Resolution: Responsible for employee relations issues, conflict resolution, performance evaluations, coaching, and disciplinary actions
  • Communication Facilitation: Facilitates communication between employees and their supervisors/managers
  • Performance Improvement: Improves manager and employee performance by identifying and clarifying problems and evaluating potential solutions
  • Solution Implementation: Implements selected solution and coaches and counsels managers and employees
  • Regulation Compliance: Maintains compliance with Federal and State regulations concerning employment
  • Investigation Reporting: Completes comprehensive investigations into employee issues and submits detailed reports
  • Project Execution: Completes special projects by clarifying project objectives, setting timetables and schedules, conducting research, developing and organizing information, and presenting results
  • Recruitment Management: Supervises recruitment efforts for nonexempt personnel, students, and temporary employees

15. Human Resources Supervisor General Responsibilities

  • Ad Placement: Writes and places advertisements
  • Orientation Coordination: Conducts new-employee orientations
  • Benefits Administration: Supervises and performs benefits administration to include claims resolution, change reporting, and communicating benefit information to employees
  • System Monitoring: Monitors and modifies Kronos and HRIS systems
  • Hour Verification: Verifies labor hours and attendance
  • Record Development: Develops and maintains HR records, reports, and logs
  • File Maintenance: Maintains personnel and medical records (hard copy, HRIS and electronic)
  • Data Confidentiality: Maintains strict confidentiality of all employee data
  • Accountability Enforcement: Establishes and enforces standards of accountability
  • Appraisal Support: Assists in monitoring and managing the performance appraisal process
  • Culture Cultivation: Cultivates a positive working environment
  • Relationship Building: Fosters productive working relationships among team members
  • Team Engagement: Builds and strengthens relationships within the team
  • Culture Promotion: Fosters Company culture through constant contact with employees
  • Policy Enforcement: Consistently enforces Company policies, safety standards, quality standards, SOPs, and GMPs

16. Human Resources Supervisor Key Accountabilities

  • Compliance Monitoring: Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance
  • Employee Advising: Advises management in the appropriate resolution of employee relations issues
  • Policy Response: Responds to inquiries regarding policies, procedures, and programs
  • Incident Investigation: Investigates incidents and prepares reports for the Human Resources Manager
  • Separation Processing: Prepares employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations
  • Hearing Representation: Represents the organization at personnel-related hearings and investigations
  • Safety Adherence: Maintains knowledge, understanding and adheres to safety policies, USDA, GMP, QA, HACCP, Sanitation rules and regulations, and company policies
  • Talent Acquisition: Conducts recruitment efforts for all exempt and nonexempt personnel, conducts new-employee orientations
  • Career Monitoring: Monitors career-pathing program and conducts job fairs
  • Meeting Participation: Participates in administrative staff meetings and attends other meetings and seminars
  • Report Evaluation: Assists in the evaluation of reports, decisions and results of the department about established goals
  • Process Improvement: Recommends new approaches, policies and procedures to continuously improve the efficiency of the department and services performed
  • System Maintenance: Maintains human resource information system records and compiles reports from the database
  • Regulation Compliance: Maintains compliance with federal, state and local employment and benefits laws and regulations
  • Attendance Requirement: Regular and dependable attendance and punctuality are essential functions of this position

17. Human Resources Supervisor Roles and Details

  • Applicant Sourcing: Maintains and enhances relationships with recruiting sources and supplies adequate applicant flow to staff assigned areas
  • Public Relations: Maintains public relations and supports the UPS Corporate Mission and Strategy
  • Goal Recruitment: Assists with and monitors affirmative action goals and recruits applicants to help meet department goals and objectives
  • Opportunity Promotion: Promotes employment, educational opportunities and other benefits at UPS
  • Workforce Planning: Applies workforce planning knowledge to monitor hiring plans and devise recruiting strategies
  • Communication Execution: Executes daily communication plans
  • Presentation Delivery: Researches, prepares and executes presentations in front of large groups, and conducts employment interviews
  • HR Support: Provide Human Resources support (coaching, counselling, performance management, etc.) to Department Heads and colleagues to achieve the hotel's strategic business objectives
  • Legal Compliance: Adhere to date with all Turkish Legislation relating to Human Resources
  • Personnel Administration: Complete day-to-day personnel administration in response to requests and action plans
  • Procedure Management: Manage all personnel procedures about starters, transfers, promotions and variations, plus leavers, liaising with the Finance department
  • Headcount Management: Manage and maintain headcounts, ensuring that they are in line with agreed departmental headcount budgets
  • Casual Monitoring: Ensure that all casuals are recorded and that administration is complete and by legal requirements
  • Policy Liaison: Liaise with a wide range of people involved in policy areas such as colleague performance and health and safety
  • Handbook Preparation: Prepare colleague welcome/handbooks

18. Human Resources Supervisor Responsibilities and Key Tasks

  • Recruitment Support: Assist the Sales Manager with sourcing, screening, scheduling interviews, assessing candidates, extending offers, and conducting orientation
  • Hiring Collaboration: Collaborate with hiring managers to understand current hiring needs, trends and metrics
  • Job Posting: Creates job postings and manages applicant flow in ADP Workforce Now
  • Background Verification: Checks references, verifies educational credentials, and coordinates background investigation of selected candidate, and makes offers of employment
  • Policy Compliance: Ensure store compliance with EEO, WOTC, I-9, and employee file retention policies
  • Event Management: Identify and manage store recruiting events
  • Brand Awareness: Creates awareness of IT’SUGAR’s brand and culture with candidates
  • Value Hiring: Hires to IT’SUGAR’S Core Values: Optimism, Sense of Humor, Passion, Versatility, Ownership
  • Team Leadership: Lead, coach and motivate through positive, enthusiastic brand representation and present solutions for ongoing challenges
  • Change Management: Leads by managing through change and adversity
  • Goal Accountability: Holds self and staff accountable for the achievement of goals and metrics
  • Value Coaching: Holds self and staff accountable to Core Values and coaches to the behaviors associated with them
  • Team Support: Support group decisions and solicit opinions from coworkers, and display team spirit
  • Brand Representation: Represent brand and core values appropriately at all times

19. Human Resources Supervisor Duties and Roles

  • Regulation Research: Researches and tracks emerging legal and regulatory requirements impacting employers and analyzes their impact on existing policy, employment practices, and/or HRIS systems
  • Legislation Response: Makes thoughtful and informed recommendations on how the Firm will respond internally to new, changing and proposed legislation to ensure compliance
  • Compliance Communication: Communicates compliance programs, initiatives, and updates to HR professionals both domestically and internationally
  • Policy Implementation: Helps oversee the implementation of compliance-related policy, employment practices and system updates with appropriate stakeholders
  • Compliance Guidance: Provides thought leadership and guidance to internal HR clients on HR compliance-related matters
  • Training Management: Manages annual harassment prevention training
  • Vendor Liaison: Liaising with vendors, reviewing potential training courses in conjunction with the Firm's labor attorneys
  • Rollout Coordination: Coordinating firmwide rollout with IT and Attorney Development
  • Content Retention: Ensuring that training content is documented and retained
  • Project Leadership: Independently leads HR compliance projects, effectively communicating and coordinating with project stakeholders
  • Guideline Creation: Creates internal guidelines for identified best practices and compliance procedures
  • Stakeholder Engagement: Builds strong relationships with key stakeholders to enhance the integration of HR compliance requirements into their processes
  • Data Retention: Develops, implements and maintains a process for retention and storage of compliance information, firm-wide

20. Human Resources Supervisor Roles and Responsibilities

  • Compliance Training: Participates in training and seeks out external resources to further legal compliance knowledge and understanding of best practices concerning internal procedures
  • Contractor Compliance: Helps oversee compliance efforts related to federal contractor obligations, including record retention, job posting requirements, and EEO-1 reporting
  • Staff Instruction: Trains HR professional staff on federal contractor obligations related to recruitment, including the treatment and disposition of applicants, pay equity, and affirmative action plans
  • Content Development: Develops “micro-learning” training content for HR colleagues, managers, and other Firm personnel focused on HR compliance
  • Policy Partnership: Partners with the Leave Administration Supervisor on emerging or evolving leave laws and the overall impact on HR policies and procedures from a compliance perspective
  • System Oversight: Oversees the conversion, implementation and usage of the HRIS system as it relates to HR Compliance data and reporting
  • Data Support: Supports data management and reporting concerning compensation compliance
  • Equity Analysis: Participates in annual pay equity review process, including analyzing compensation data and identifying issues
  • Department Coordination: Works closely with the Attorney Development department to ensure consistency concerning compliance practices
  • Legal Consultation: Consults with Firm labor attorneys regarding compliance practices
  • Issue Communication: Communicates with HR Professionals in all offices regarding compliance issues and serves as an ongoing resource for them
  • Process Improvement: Recommends procedural improvements in compliance practices
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