What Does An HR Supervisor Do?

WHAT DOES AN HR SUPERVISOR DO?

Published: Aug 15, 2025 - The Human Resources (HR) Supervisor develops staff, administers policies and procedures in compliance with governmental regulations, and oversees programs for employee training, health, and morale. This role involves providing leadership in talent and performance management, employee relations, benefits administration, and compliance with labor laws and organizational policies. The Supervisor also advises managers, conducts investigations, and ensures consistent execution of human resources strategies to support both employee and organizational success.

A Review of Professional Skills and Functions for HR Supervisor

1. HR Supervisor General Responsibilities

Strategic Alignment: Partner with the plant manager to ensure the site and workforce are deployed to execute strategic priorities.
Talent Management: Lead processes to identify, attract, reward, and retain a high-quality workforce.
Change Management: Facilitate change, lead initiatives, and manage projects.
Employee Engagement: Maintain a positive work environment and high employee engagement.
Safety Leadership: Lead health and safety programs.
Community Relations: Represent the organization in the community and foster positive community relations.
Diversity Promotion: Lead and promote diversity in the workplace.
Training Development: Identify, coordinate, and support training and development opportunities.

2. HR Supervisor Role Purpose

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.
Executive Communication: Communicate at the Executive, Manager, and staff levels to resolve HR inquiries and concerns.
Operations Partnership: Partner with operations on HR-related projects and communication.
Staff Mentoring: Coach and mentor staff on HR-related concerns.
Benefits Management: Develop, negotiate, and finalize site benefit packages.
HR Practices: 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 Empowerment: Empower and coach the HR team to meet their individual and team goals.
HRIS Management: 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. HR Supervisor Essential Functions

Policy Administration: Supervise the day-to-day administration of personnel policies and practices at the assigned location.
Training Oversight: Oversee and assign employee training and orientation programs.
Compensation Management: Oversee the administration of compensation and benefits programs at the location to ensure alignment with corporate programs.
Program Improvement: Recommend program changes or enhancements to meet human resource requirements.
Budget Planning: Submit budget recommendations for personnel operations.
Employee Relations: Coordinate the delivery of effective affirmative action and other employee relations programs.
Separation Management: Assist with the preparation of separation notices for employees separating with cause and conduct exit interviews to determine the reasons behind separations.
Turnover Reduction: Prepare reports and recommend procedures to reduce absenteeism and turnover.
Representation: Represent the company at personnel-related hearings and investigations.
Labor Relations: Support and assist in collective bargaining negotiations and administer contract provisions at the location.

4. HR Supervisor Additional Details

HR Operations: Lead the HR team’s daily operations to support the business in functions such as onboarding, training, retention, compensation, employee relations, and compliance.
HR Strategy: Drive HR strategy by reviewing and recommending improvements to HR policies, procedures, and practices using data and analysis.
Compliance Management: Maintain organizational compliance with all levels of legislation, develop an audit schedule, perform periodic audits of HR files and records, and consult with legal counsel.
Benefits Administration: Manage the negotiation and enrollment for multiple companies’ employee benefit programs.
Manager Coaching: Function as a liaison between staff and administration, and coach managers in addressing staff concerns and issues.
Employee Relations: Oversee all records and employee relations matters, including employment law compliance, investigations, workers’ compensation records, and FMLA.
Culture Assessment: Continually assess company culture, morale, engagement, and performance, and follow through on recommendations for improvements or best practices.
Conflict Resolution: Address team member conflicts and complete investigations, working with management to administer corrective action.
Retention Improvement: Assess team member engagement and retention, and actively identify, analyze, and improve problematic areas.

5. HR Supervisor Roles

Team Supervision: Supervise a staff of HR Generalists responsible for managing relationships and coordinating HR service delivery to assigned client groups.
Internal Communication: Ensure BRS HR internal communications are conducted to manage client requests to resolution.
Knowledge Management: Partner with key department and unit contacts and track service nuances, policies, and procedures to support the development of unit-specific profiles and knowledge base materials.
Strategic Consultation: Provide strategic HR consultation, education, and support to client management to resolve the most complex and sensitive issues concerning staff and the organization.
Work Coordination: Assist assigned resources with work schedules and the assignment of appropriate tasks, including the delegation of client requests from the queue.
Service Improvement: Support the implementation of methodologies to improve service levels, manage client perceptions, and build strong client relationships with client teams.
Staff Training: Train and instruct staff to perform assigned tasks.
Inclusive Environment: Create an inclusive work environment.

6. HR Supervisor Tasks

Workforce Planning: Forecast staffing needs according to manpower headcount budgeting, enhancing overall workforce talent, and succession planning.
Manager Coaching: Provide guidance, coaching, and training to managers and supervisors on recruitment, performance management, employee development, and related employee relations issues.
Training Delivery: Conduct in-house and public training sessions as scheduled or required, reporting outcomes to the HR manager and submitting records to the skills development department.
Organizational Development: Analyze and define organizational development needs using a competency framework, promoting skill growth and alignment with business goals.
Performance Management: Collaborate closely with line managers to implement performance appraisals linked to goal setting, motivating employees by defining clear development and career paths within the company.
Talent Mobility: Promote internal regional mobility by identifying and developing local talent for advancement opportunities.
Training Planning: Design and administer training needs surveys, preparing an annual training plan and budget proposal based on results.
Onboarding Coordination: Prepare all new employee files, including setting up designated log-ins, workstations, and email accounts, and ensure effective communication with employees at all levels.

7. HR Supervisor Details and Accountabilities

Recruitment Strategy: Design and implement the overall recruiting strategy.
Candidate Sourcing: Source and recruit candidates through various channels.
Interview Management: Conduct interviews and screen viable candidates for suitability.
Recruitment Administration: Prepare recruitment summaries and maintain timekeeping records for direct hires before endorsement for final review.
Document Coordination: Coordinate with recruitment partners for the distribution of hiring documents to all staff.
Summary Verification: Verify recruitment summaries received from partners before final interviews.
Documentation Compliance: Ensure all hiring documentation is complete and approved on time to prevent payroll delays.
Payroll Coordination: Request payroll summaries from partners for each cut-off period to address staff payroll queries.
Exit Management: Ensure all resigned employees complete exit clearance with no pending accountabilities, and properly coordinate with partners for last pay processing.
Compensation Administration: Manage compensation and benefits administration.
Benefits Coordination: Coordinate with partners on all mandatory benefits concerns.
Policy Implementation: Assist in the implementation of HR policies and participate in routine site visits.
HR Service Delivery: Support the design, development, and delivery of strategic and operational HR services for projects.
HR Support: Provide HR assistance to project leadership and operational teams.

8. HR Supervisor Overview

Payroll Supervision: Supervise and support payroll operations to ensure accurate and timely salary payments to employees across multiple countries.
Liaison Role: Serve as a point of contact between the project manager, business analysts, technical team, payroll vendor, and HR teams.
Process Improvement: Identify and recommend process improvements for payroll operations.
Issue Resolution: Troubleshoot and resolve problems encountered in payroll processes and help design solutions and audit reports.
Software Expertise: Maintain expertise in the software tools used to manage and maintain accurate payroll operations.
User Support: Provide support to functional users and resolve their questions.
Escalation Management: Serve as the primary escalation point for payroll operations and support concerns, escalating significant issues to the HRIS manager.
Service Request Management: Submit and monitor service requests, support the development and testing of application enhancements, and resolve operating issues.
Team Scheduling: Schedule and supervise team members.
Team Leadership: Provide direction, guidance, and coaching to team members to ensure effective utilization of resources, achievement of objectives, and development of staff.
Customer Service Orientation: Promote an internal customer service orientation through effective supervision, staff development, policy administration, responsiveness to customer needs, and concise communication.
System Implementation: Support Oracle HCM Cloud implementation.
Ongoing Training: Attend periodic trainings to maintain required levels of proficiency.

9. HR Supervisor Job Description

HRBP Support: Serve as an HRBP to support the manufacturing head office's general functions, including finance, purchasing, and quality management, as well as Asia Pacific and global functions.
Payroll and HRIS: Work with shared services to ensure the timely and accurate execution of monthly payroll and tax processes, and manage the employee database within HRIS.
Performance and Benefits: Conduct performance reviews, merit increases, and incentive and bonus projects by partnering with the compensation and benefits team, and handle employee benefits and physical examinations.
Recruitment Management: Manage headcount by initiating new position analysis, working with line managers to identify open positions in advance, supporting shared services for interviews and offers, and proactively driving the recruitment process to ensure a smooth and successful hiring and onboarding experience.
Probation and Exit: Conduct probation appraisals and exit communications with employees, and develop improvement plans based on exit analysis.
Talent Development: Conduct and support talent development projects, identify key talent, and create retention plans based on business requirements and HR strategy.
Employee Relations: Handle employee relations cases in alignment with company policy and government regulations.
HR Projects: Assist the head of HR with overall manufacturing HR management and HR project management.

10. HR Supervisor Functions

HR and HSE: Own all HR and HSE facility processes and procedures, including payroll, compensation and benefits, labor and employee relations, recruitment and selection, career and performance management, leadership and people development, employee engagement, expatriate management, and union negotiation.
HSE Compliance: Manage HSE risk management systems, ensure compliance with ISO 14001, conduct site inspections, and implement emergency procedures.
Workplace Safety: Oversee workplace safety, including managing exposure to hazardous waste and pollutants.
Community Relations: Collaborate with the local community and organizations.
Continuous Improvement: Drive the department toward continuous improvement, champion change, and analyze data and metrics to improve business results.
Cross-Functional Support: Collaborate across the organization to help other departments succeed.
Policy Management: Manage and develop policies and procedures in line with regulations and best practices.
Independent Work: Prioritize work independently in a structured environment with little direct supervision.

11. HR Supervisor Accountabilities

Payroll Implementation: Responsible for the new payroll system configuration and implementation by closely working with the customers and the project vendor.
Project Management: Responsible for the project planning and ongoing process control and improvement, and operation resource management.
Payroll Leadership: Serve as a team leader of the AP HR SSC payroll team, work closely with different parties for accurate and timely attendance and payroll, and related calculations.
Quality Control: Conduct quality control and troubleshooting on the monthly attendance and payroll processing, mandatory benefits administration, individual income tax declaration, and other HR daily activities strictly based on the SOP and requirements documents.
Client Relations: Maintain good client relationships by interacting with the client counterparts regarding data collection, data correction, and day-to-day operational needs.
Org Development: Collaborate on organization development projects, including talent management and succession planning.
Team Supervision: Act as a supervisor and lead the team to provide excellent services to the customers.
Policy Compliance: Work in compliance with the company's hiring policies and legal requirements.

12. HR Supervisor Job Summary

HR Strategy: Align human resources strategies with organizational business goals to support growth and operational success.
HR Operations: Oversee HR processes to ensure efficient operations, including policy management, working conditions, wage structures, promotion opportunities, and employee benefits.
Training Delivery: Design and deliver training modules based on employee needs to promote development and instill a quality-focused mindset aligned with company objectives.
Policy Advisory: Advise management and employees on HR policies and procedures, covering equal opportunity, anti-discrimination, and occupational health and safety programs.
Performance Management: Manage and coordinate the performance management system, including yearly evaluations, appraisals, and job evaluations in collaboration with department heads and supervisors.
Compensation Management: Link performance appraisals to the salary structure to support merit increases, and monitor employees for regularization, salary adjustments, and promotions, ensuring proper documentation.
Department Partnerships: Build strong partnerships with departments to understand organizational and people needs, and tailor HR support accordingly.
Recruitment Process: Advertise job vacancies, evaluate applications, interview candidates, prepare selection reports, and recommend appointments.
Labor Relations: Implement labor relations policies and procedures, ensuring objective documentation during processes.
Program Facilitation: Facilitate and manage HR programs, support activities, and new hire orientations to integrate employees effectively.
Team Coaching: Provide mentoring and coaching to HR team members to develop expertise in their respective roles and enhance overall HR capability.

13. HR Supervisor Responsibilities

Associate Engagement: Spend quality time in production areas with associates.
Attendance Monitoring: Monitor the attendance program and distribute applicable documentation as required by contract.
Compliance Posting: Maintain warehouse and office bulletin boards in an up-to-date and legally compliant manner.
Conflict Resolution: Assist with conflict resolution.
Associate Relations: Assist the Human Resource Manager with associate relations activities.
Recruitment and Onboarding: Assist with recruiting at all levels and onboarding programs.
Policy Communication: Keep associates informed of all changes in personnel policies.
Employment Law: Continually update knowledge of employment law.
Safety and Compensation: Maintain knowledge of safety and workers’ compensation programs.
Union Relations: Maintain working relationships with union officials and adhere to the terms of the labor contract by monitoring day-to-day implementation of policies concerning wages, hours, and working conditions.
Event Coordination: Assist with the coordination of activities and events to accomplish corporate objectives, including associate development, inclusion and diversity, and community service.

14. HR Supervisor Details

HR Support: Assist managers and employees in understanding and applying HR tools to improve organizational performance through enhanced employee engagement and manager effectiveness while ensuring legal compliance.
Strategic Initiatives: Lead the implementation of strategic initiatives to build organizational effectiveness and capability, improve talent retention, and strengthen employee engagement.
Learning Programs: Implement and manage learning and development programs, including new employee welcome and orientation, front-line leadership, selection and assessment, and other key learning initiatives, while evaluating and revising programs.
High-Volume Hiring: Lead large-scale hiring efforts for the permanent and temporary workforce to meet customer commitments.
Process Improvement: Apply a process-oriented approach to managing work, advancing process standardization, and promoting continuous improvement using Lean management tools.
Data Analysis: Analyze data to identify patterns, trends, associations, and cause-and-effect relationships.
Cross-Functional Leadership: Drive results by working with cross-functional teams through influence rather than direct authority.
Organizational Expertise: Apply superior knowledge of HR functions and extensive experience in organizational effectiveness.
Regulatory Compliance: Maintain current knowledge of state and federal labor laws, OSHA regulations, EEO, and Affirmative Action requirements.

15. HR Supervisor Duties

HR Programs: Assist in developing, implementing, and administering human resources programs and initiatives that align with business objectives and support positive employee relations.
HR Oversight: Oversee activities in recruitment, employee development, affirmative action, compensation, benefits, and employee relations.
Training Delivery: Coordinate, design, and deliver training programs, assess organizational developmental needs, and implement targeted solutions to enhance employee performance.
Regulatory Compliance: Ensure compliance with applicable regulations, including Affirmative Action, EEO, ADA, and FMLA.
Compensation and Benefits: Manage compensation and benefits processes, including salary administration, merit adjustments, and wage and benefit analysis.
Workplace Culture: Promote open communication and foster a positive, inclusive workplace culture.
Talent Acquisition: Participate in talent acquisition, selection, and retention processes.
Leader Coaching: Provide coaching and guidance to front-line leaders on employee relations, performance management, and career development.
Business Support: Support business assessments, audits, and EBE evaluations.
Survey Management: Facilitate annual surveys, action planning, and follow-up initiatives.
Performance Systems: Ensure proper execution of performance management systems across the facility.
Diversity Leadership: Co-chair the Diversity Council, driving inclusion through reporting, assessments, and campaigns.

16. HR Supervisor Key Accountabilities

Staff Development: Develop staff, administer policies, procedures, and governmental regulations, and promote programs for employee training, health, and morale.
HR Leadership: Provide leadership and guidance to the HR team regarding talent and performance management, including promotions, demotions, transfers, leaves of absence, return-to-work programs, disciplinary programs, and terminations, as well as employee relations, Human Resources policies and procedures, employee benefit programs, and compensation.
HR Planning: Administer Human Resource Planning, Performance Assessment, and other evaluation programs within assigned responsibilities.
HR Management: Plan, organize, and manage all HR activities for the assigned business function.
Policy Consistency: Ensure consistency in the execution of Human Resources policies, programs, and procedures.
Regulatory Programs: Assist in the development and administration of Affirmative Action Plans, Equal Employment programs, and other employment-related rules and regulations, including unemployment compensation claims, wage and hour, labor, and employment eligibility requirements.
Manager Coaching: Coach and counsel managers and team members on Human Resource-related issues.
Relationship Building: Build and maintain effective working relationships with leadership and employees to provide advice on both employee-related and organizational matters.
Investigations: Conduct investigations, take appropriate actions, advise managers on suitable responses, and review manager recommendations.

17. HR Supervisor Roles and Details

Talent Acquisition: Manage talent acquisition strategy and processes for salaried and hourly positions, including coordination with local contract employee providers.
Employee Relations: Manage all employee relations activities, including policy interpretations, disciplinary actions, and employee performance feedback.
Compensation Management: Facilitate compensation processes for all eligible employees, including annual performance reviews, merit planning, wage increases, and bonus programs.
Benefits Administration: Administer benefit programs and coordinate with the corporate benefits team.
Training and Development: Provide leadership in developing and implementing training and employee development programs that support defined business initiatives or meet regulatory requirements, including tracking and maintaining all employee training activities.
Headcount Reporting: Manage all headcount reporting and functional metrics.
Budget Management: Prepare and administer the HR budget following the annual operating plan.
Diversity Initiatives: Provide oversight of regional diversity initiatives.
Engagement Initiatives: Lead employee engagement initiatives at the site.
Community Relations: Serve as a representative for the organization in community relations activities.
Affirmative Action: Develop and maintain an affirmative action program that conforms to EEO regulations.
Safety Compliance: Provide leadership in meeting defined safety, health, and environmental regulations, along with other defined plant goals.
Wellness and Cost Reduction: Define and implement solutions to reduce workers’ compensation costs while improving employee wellness.

18. Human Resources Supervisor Responsibilities and Key Tasks

Payroll Supervision: Supervise the operations of the payroll function.
Vendor Support: Provide support to third-party payroll vendors and implement procedures to ensure accurate and timely payroll processing in collaboration with HR.
Payroll Compliance: Work with Legal, Finance, Accounting, and HR to ensure payroll compliance across all regions.
International Payroll: Serve as the point of contact for day-to-day international payroll operations.
Service Delivery: Ensure service delivery is accurate, timely, and aligned with service level agreements.
Regional Coordination: Coordinate with payroll vendors across regions, HR, Finance, Accounting, and local teams.
Vendor Performance: Track and report on global payroll vendor performance, including open tickets and SLAs, and collaborate with vendors to resolve employee inquiries.
Payroll Strategy: Support the payroll department’s strategy and priorities, including advancing a shared service model for payroll.
Process Improvement: Manage relationships between people, processes, and technology to promote continuous improvement and scalability.
Project Facilitation: Facilitate discussions to drive decision-making and advance projects to completion.

19. Human Resources Supervisor Duties and Roles

Team Leadership: Lead a diverse team of specialists within the supervisory organization and project scope.
Team Development: Motivate, develop, and hold team members accountable for achieving company, team, and project goals.
Service Capability: Develop a strong team capable of delivering sustainable services in a fast-paced environment.
HR Strategy: Support the company’s strategy and priorities, including implementing a Shared Services Model in HR.
HR Administration: Oversee the day-to-day operations of HR Administration Services.
Process Management: Implement, direct, and maintain processes and procedures to ensure accurate and timely processing of HR administration services.
Shared Services: Participate in the development of the Shared Services concept in the region within the HR function.
Project Management: Lead or participate in local, regional, and global projects from project charter development to completion according to company priorities.
Service Delivery: Ensure all services are delivered successfully following service level agreements.
Performance Tracking: Introduce appropriate key performance indicators and ensure their tracking, analysis, and continuous improvement.

20. Human Resources Supervisor Roles and Responsibilities

Service Catalogue: Develop and maintain the HR Services Catalogue, review current services, and introduce new ones.
Service Transition: Lead the transition of new activities into HR Services and improve the efficiency and effectiveness of existing ones using continuous process improvement tools.
Vendor Collaboration: Collaborate with current and potential third-party service providers to identify optimal HR service solutions.
Audit Support: Work with internal and external auditors to provide and explain all required information.
Service Strategy: Create strategies that balance high levels of client service with cost efficiency in service delivery.
Client Engagement: Interface with clients to understand their perspectives on service and value delivered.
Issue Resolution: Resolve open issues with customers, including employees and managers.
Performance Tracking: Maintain high service levels and track performance according to key performance indicators.
Project Management: Manage end-to-end project execution by applying appropriate project management methodologies, ensuring cost control, milestone delivery, and effective team management.
Operational Improvement: Drive continuous operational efficiency improvements.

21. Human Resources Supervisor General Responsibilities

Process Improvement: Deliver improvements using consistent process improvement tools such as Six Sigma or Lean.
Stakeholder Engagement: Lead and facilitate integrated discussions with key stakeholders to challenge and enhance current solutions and approaches.
M&A Integration: Represent the organization in divestiture or acquisition projects involving HR Services integration.
Integration Strategy: Participate in creating and implementing integration strategies for HR Services.
Cross-Functional Communication: Communicate proactively with support and business functions at all levels to resolve day-to-day matters and develop future collaboration.
Team Collaboration: Maintain close communication and teamwork within the HR team at all levels.
Government Liaison: Engage with government agencies and institutions as required by job responsibilities.
Wellness Programs: Champion wellness programs and initiatives.
Regulatory Compliance: Stay current with federal and state HR laws, regulations, and business trends.
Data Integrity: Maintain HR data integrity and perform related duties.

22. HR Supervisor Role Purpose

HR Compliance: Ensure HR compliance and consistent application of policies and procedures.
Workforce Strategy: Partner with HR and Operations teams to create strategies for recruiting, developing, and retaining a skilled workforce.
Recruitment Support: Support recruitment and selection by posting job openings, reviewing applications, screening and interviewing candidates, and arranging interviews with hiring managers.
Offer and Onboarding: Assist with extending offers and managing pre-employment paperwork.
New Hire Orientation: Coordinate the onboarding process for new hires, ensuring all necessary paperwork is completed, company tours are provided, and policies and procedures are communicated.
Transaction Review: Review HR transactions for accuracy, including annual reviews, promotions, transfers, and new hire documentation.
Audit and Training: Participate in compliance audits and training programs such as I-9 verification, donning and doffing, and anti-harassment training.
Affirmative Action: Implement affirmative action programs.
Policy Guidance: Guide supervisors and managers on personnel issues, ensuring fair and consistent policy administration.

23. HR Supervisor Essential Functions

Employee Relations: Deliver high-quality advice and services to management on employee relations and performance management matters.
Training Materials: Develop and maintain training materials, including checklists, SOPs, qualification matrices, and job descriptions.
Investigations: Conduct investigations into employee issues, incidents, injuries, or concerns.
Employee Training: Identify, develop, and facilitate employee training programs.
Team Participation: Participate in HR, Safety, and cross-functional teams.
Safety and Quality: Adhere to safe work practices, follow GMP standards, maintain sanitary conditions, and ensure product quality.
Risk Reporting: Report to the Management any practices or conditions that may compromise food safety, quality, or employee safety.
Data Analysis: Generate reports, conduct audits, and perform data analysis to support HR operations.
Issue Reporting: Inform management of emerging issues and HR concerns.

24. Human Resources Supervisor Additional Details

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: Create job postings and manage applicant flow in the applicant tracking system.
Background Checks: Check references, verify educational credentials, coordinate background investigations of selected candidates, and make offers of employment.
Compliance Management: Ensure store compliance with EEO, WOTC, I-9, and employee file retention policies.
Recruiting Events: Identify and manage store recruiting events.
Brand Awareness: Create awareness of the company’s brand and culture with candidates.
Values-Based Hiring: Hire in alignment with the organization’s core values, promoting optimism, a positive attitude, passion, versatility, and accountability.
Team Motivation: Lead, coach, and motivate through positive, enthusiastic brand representation while presenting solutions for ongoing challenges.
Change Leadership: Lead by managing through change and adversity.

25. Human Resources Supervisor Roles

Goal Accountability: Hold yourself and staff accountable for the achievement of goals and metrics.
Values Coaching: Hold yourself and staff accountable to core values and coach the behaviors associated with them.
Team Cohesion: Display enthusiasm and promote a cohesive group working environment while supporting group decisions and soliciting opinions from coworkers.
Brand Representation: Represent the brand and core values appropriately at all times.
Sales Performance: Ensure retail indicators, supporting KPIs, and financial goals are achieved, including sales performance, conversion rates, units per transaction, dollars per transaction, and average unit retail.
Brand Loyalty: Drive brand loyalty by adopting an experiential selling environment and creating a fun, engaging atmosphere.
Clear Communication: Share information and communicate clearly at all levels, both internal and external.
Problem Solving: Maintain the spirit of ownership by demonstrating problem-solving skills to overcome obstacles and challenges.
Operational Standards: Ensure all operational standards are maintained.
Cash Handling: Maintain store cash handling records, reports, and opening and closing procedures.

26. Human Resources Supervisor Tasks

Inventory Review: Review merchandise orders and inventory levels for accuracy and consistency.
Visual Standards: Ensure visual standards are appropriate and support the brand image.
Merchandising: Merchandise displays follow the visual guidelines.
Customer Data: Capture information on retail customers to enhance sales and maintain the store’s client file.
Event Planning: Plan, coordinate, and set up for special events and promotions.
Sales Communication: Maintain communication with associates regarding product recommendations to increase sales and manage inventory.
Loss Prevention: Understand all loss prevention policies and procedures and communicate related issues with the Store Manager.
Records Management: Oversee the records retention of all Employee Personnel Files for both active and inactive employees.
Safety Compliance: Adhere to all safety and health rules and regulations associated with the position and as directed by the supervisor.
Security Compliance: Comply with and follow all procedures within the company's security policy.

27. HR Supervisor Details and Accountabilities

Hiring Management: Direct external and internal hiring processes, including candidate sourcing, interviewing, testing, decision-making, offers, and related activities.
People Strategy: Drive the alignment and execution of key people strategies that attract, train, and retain employees to support the organization’s short- and long-term business goals.
Workplace Culture: Ensure the culture and working environment are open, empowering, fair, and equitable through consistent policy and procedural application and actions.
Coaching and Mentoring: Provide all employees with a confidential and accessible forum for coaching and mentoring while guiding them to the proper internal and/or external resources.
Employee Processes: Support the company’s employee processes, including performance management, development, salary review, job skill evaluations, and development activities.
Learning Initiatives: Implement learning and development initiatives.
Pre-Employment: Coordinate pre-employment background checks, drug screens, and physicals.
Job Bidding: Administer the hourly and non-exempt job bidding process.
Regulatory Compliance: Ensure proper compliance with DOL, EEOC, OFCCP, and Wage and Hour Departments, including maintenance of employee records and required labor law postings.
Training Programs: Assist with the development, delivery, administration, and implementation of employee training programs, including new employee orientation programs.
Exit Process: Manage the exit interview process.

28. HR Supervisor Overview

Data Management: Liaise with and provide paperwork to the corporate to maintain an up-to-date employee database.
Leave Administration: Assist in the administration of the company leave of absence program and help monitor personal leaves and light duty programs in compliance with company guidelines.
Discipline Guidance: Counsel supervisors and managers on effectively administering discipline while being consistent, fair, legal, and focused on improvement.
Verification Processing: Process all unemployment and employment verification paperwork in compliance with corporate and legal guidelines.
Drug Testing: Manage the drug testing for the cause process.
Employee Accessibility: Walk the floor regularly on all shifts to solicit input, answer questions, and provide HR accessibility.
Operational Alignment: Ensure human resources output is linked to operational goals.
Process Improvement: Review and analyze HR processes for continuous improvement.
Employee Engagement: Deliver employee activities that foster a meaningful connection to the company, enhance working relationships, increase productivity, and improve overall employee engagement.
Morale Updates: Provide key stakeholders with updates on employee morale and employee issues.
Special Projects: Complete special projects and duties for management and other departments.

29. Human Resources Supervisor Job Description

Vacancy Management: Process staff movements by updating and maintaining vacancy management data and overseeing the administrative process.
Data Reporting: Gather and collate data to produce management information papers.
Recruitment Guidance: Provide advice and guidance to line managers and recruitment agencies on sourcing and starting new agency workers.
Onboarding Coordination: Ensure the process for new agency workers is completed and coordinate the onboarding process.
Invoice Processing: Process agency invoices in line with procedures and guidance to ensure timely payment.
Recruitment Planning: Facilitate the planning, organizing, and coordinating of efficient and effective recruitment competitions.
Application Processing: Read and redact applications, collate packs, and prepare documentation for each stage of the recruitment competition.
Interview Coordination: Arrange meetings and interviews, process recruitment-related invoices, complete pre-appointment checks, and provide advice and guidance to selection panels and applicants via email and telephone in line with policies.
Programme Evaluation: Coordinate the onboarding programme and gather evaluation information.
Equal Opportunities: Collate and maintain accurate equal opportunities information and complete statutory returns on time, ensuring data storage complies with legislative requirements.

30. Human Resources Supervisor Functions

L&D Coordination: Coordinate and manage the administration of all learning and development activities, including planning corporate and directorate learning events.
Event Management: Book events and external stakeholders, communicate with staff, respond to learning and development queries, issue evaluations, and process invoices for prompt payment.
Training Sourcing: Identify training providers to meet the requested learning needs.
Event Facilitation: Facilitate and support the delivery of learning events and presentations by liaising with external stakeholders, arranging room bookings, liaising with staff, and measuring attendance.
Performance Guidance: Provide advice and guidance to managers and staff on performance management roles and duties, including compiling reports.
Absence Management: Coordinate and process the management of sickness absence in line with policies and communicate with managers, staff, and key stakeholders.
Absence Reporting: Update and maintain data, monitor and compile reports on sickness absence levels, provide monthly statistics, and liaise with the occupational health and welfare support service.
Policy Guidance: Provide timely and accurate advice and guidance to managers and staff on a wide range of human resources policies and procedures, consulting with the HR Services Team Manager and Senior HR Manager.
Policy Development: Research and liaise with other organizations to review legislation and good practice for the development of human resources policies and procedures.
HR Reporting: Maintain and provide accurate and timely HR management information in line with data protection policies and procedures.

31. HR Supervisor Accountabilities

Staff Recruitment: Recruit, interview, and hire employees for the HR development team and HR admin team.
Criteria Communication: Communicate position criteria to recruiters.
Turnover Monitoring: Monitor team member turnover and identify key improvement factors.
Process Improvement: Implement improvements to address identified issues.
Needs Assessment: Identify individual and team strengths and development needs on an ongoing basis.
Training Curriculum: Create and validate training curriculum in the area of responsibility.
Staff Coaching: Coach and mentor technical trainers and HR administration staff to deliver excellence to internal and external customers.
Succession Planning: Create and manage succession plans for the training and HR admin function.
Goal Setting: Establish clear, measurable goals and objectives to evaluate individual and team results.
Feedback Collection: Solicit feedback from internal and external customers on employee contributions to plant performance.
Staff Recognition: Express pride in staff and encourage a sense of accomplishment.
Performance Evaluation: Perform professional and timely team member evaluations.

32. HR Supervisor Job Summary

Performance Management: Drive individuals and the team to improve operational metrics and achieve organizational goals.
Crisis Coordination: Coordinate activities with the team and maintain focus during crises.
Recognition Management: Ensure recognition and rewards are managed fairly and consistently.
Team Communication: Provide a weekly communication forum for exchanging ideas and information within the department.
Business Communication: Organize verbal and written ideas using an appropriate business style.
Staff Engagement: Ask questions and encourage staff input.
Communication Adaptation: Assess the communication style of individual team members and adapt the communication approach accordingly.
HR Strategy: Understand the human resource strategy.
Training Strategy: Define, develop, and implement a training development strategy and a recruitment and selection strategy that align with HR and plant strategic objectives.
Team Oversight: Drive strategy implementation through effective performance management of team members.
Trainer Oversight: Drive strategy implementation through effective performance management of technical trainers and administration staff.
HR Partnership: Partner with HR generalists on issues affecting their areas of expertise.

33. HR Supervisor Responsibilities

Strategy Reporting: Provide regular updates to the human resources manager on strategy execution.
Cost Reduction: Identify creative methods to reduce recruitment and training costs by streamlining processes and systems.
Cost Monitoring: Utilize tools to monitor departmental costs and trends, seeking continuous value improvement.
Feedback Sharing: Provide cost and trend feedback to HR generalists.
Employee Orientation: Ensure all employees receive an effective orientation.
Skill Development: Ensure all employees have opportunities to develop job-related skills by promoting the importance of training and education across the campus.
Team Improvement: Drive continuous improvement in the training and development team through trend analysis, metrics management, and skill enhancement.
Procedure Efficiency: Ensure procedures and work instructions are efficient and non-redundant, such as ISO training procedures.
Idea Generation: Offer new ideas and suggestions for improvement.
Process Implementation: Identify and implement new practices and processes.
Strategy Communication: Communicate the overall training and development strategy on a regular and consistent basis.
Measurement Systems: Establish new measurement systems.

34. HR Supervisor Details

Knowledge Sharing: Exchange knowledge and information with other training managers to ensure best practices are shared throughout the organization.
Affirmative Action: Prepare and audit affirmative action plans to ensure compliance with federal, state, and local EEO laws and regulations.
Diversity Guidance: Provide policy guidance and standards of achievement to management concerning diversity initiatives.
Recruitment Management: Manage recruitment and selection activities to hire or transfer internal and external executives, managers, professionals, technicians, and support staff for adequate staffing.
Applicant Screening: Recruit, screen, and interview internal and external applicants to fill current or expected job vacancies.
Candidate Evaluation: Review and evaluate applicants’ work history, education, training, and other qualifications.
Candidate Sourcing: Source candidates from both internal and external sources.
Transfer Coordination: Expedite and coordinate internal transfers and refer candidates to the hiring manager.
Offer Negotiation: Negotiate salary and relocation offers to achieve a win-win relationship between the organization and the new employee.
Search Firm Policy: Ensure a consistent and fair policy with all search firms regarding resume submissions and fees.
Selection Compliance: Evaluate selection criteria and testing techniques to ensure compliance with standards.
Advertising Campaigns: Design, develop, and implement an effective advertising campaign that considers cost and effectiveness.

35. HR Supervisor Duties

Job Fair Planning: Plan and coordinate job fairs to ensure optimal value.
Records Management: Manage records management for the site.
Recruitment Compliance: Understand and comply with specific legislation relating to recruiting, such as FMLA, FLSA, ADA, and WARN.
Compensation Communication: Accurately communicate the basic components of compensation and other benefits.
Employee Relations: Consult on employee relations matters, job classifications, and employee morale issues.
Problem Resolution: Work with management and employees on a day-to-day basis to prevent and solve employee problems through individual or group consultation to promote effective communication and positive working relationships.
HRIS Reporting: Compile statistical HRIS reports for the department, including cost per hire, turnover, recruiting efficiency, hire ratios, response rates, and referral factors.
Continuous Improvement: Drive continuous improvement through trend reporting, analysis, and metric management.
Project Leadership: Participate in and lead team projects that address strategic initiatives as directed by the HR manager.
Customer Focus: Solve customer problems quickly and effectively, making customer issues a priority.
Operational Support: Support recruiters or assist during product launches by actively participating in operations.
Demand Management: Foster a "back to basics" mentality during high-demand periods.

36. Human Resources Supervisor Key Accountabilities

Compliance Support: Support the Human Resource Director and the Office Administrator with compliance with current state and federal employment laws, and attend employment law seminars.
Law Monitoring: Proactively anticipate potential changes to employment laws, including the impact of relevant court decisions, and advise stakeholders accordingly.
Policy Compliance: Assure that 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: Manage staff leave of absence.
Leave Solutions: Evaluate issues and recommend solutions to the Human Resources Director and Office Administrator in the area of Leave of Absences.
Leave Expertise: Maintain subject matter expertise in various employee leave programs and state and federal legislation.
Employee Counseling: Counsel employees regarding individual leave of absence needs.
ER Coaching: Support Office Administrator and Managers in providing employee relations coaching and counseling.
ER Review: Work closely with department heads and supervisors in reviewing employee relations activities and conducting employee counseling sessions.
Disciplinary Guidance: Recommend appropriate course of action and disciplinary discussions to the Human Resources Director and Office Administrator.

37. Human Resources Supervisor Roles and Details

Performance Management: Plan and implement the annual performance management process.
Compensation Support: Partner with and advise 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 Recommendations: Maintain current knowledge of labor market trends and recommend competitive salaries for new hires, transfers, and promotions.
Training Development: Develop and facilitate professional development training programs for professional staff in conjunction with the Office Administrator and the Human Resources Director.
Full-Cycle Recruitment: Conduct full-cycle recruitment for exempt and non-exempt positions, student internships, and temporary/contract employees.
Interview Coordination: Maintain job postings, conduct and coordinate interviews, and complete employment references and verifications.
OFCCP Compliance: Ensure recruitment efforts are in compliance with OFCCP regulations and are consistent with government contractor status.
Audit Participation: Participate in annual audits of job descriptions, internal processes, and documentation, ensuring accuracy of responsibilities, consistency, and compliance with FLSA requirements.
HRIS Management: Maintain employee profile information and attendance tracking using Human Resources Information Systems (HRIS) database.
Timekeeping Expertise: Act as subject matter expert in time-keeping/wage and hour process improvements and audits/reporting.

38. Human Resources Supervisor Responsibilities and Key Tasks

Timekeeping Compliance: Work with department heads and supervisors to support time-keeping compliance.
Exit Management: Oversee employee departure process, including providing information to departing employees, maintaining and preparing the necessary paperwork, conducting exit interviews, and maintaining and communicating results of exit interviews to the Human Resources Director and the Office Administrator.
Exit Data Analysis: Create analytics with exit data and analyze results with the Office Administrator and the Human Resources Director.
Policy Administration: Regularly interface with Human Resources, Payroll, Benefits, and other employees throughout the organization to appropriately administer policies.
Policy Review: Propose 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 Coordination: Budget, propose, and launch employee and organization special events and functions.
HR Reporting: Produce and develop Human Resources/employee reporting needs, including quarterly reports for the Office Administrator and Human Resources Director.
Transit Program Management: Maintain current knowledge of state, local, and regional requirements for professional staff transit/commuter programs and coordinate with the Human Resources Director and Office Administrator on the administration of appropriate programs.
Wellness Programs: Collaborate with office administrative support to coordinate various office-wide Live Well Work Well programs.
Records Management: Maintain employee records and departmental files following departmental procedures and Human Resources and state and federal record-keeping requirements.

39. HR Supervisor Duties and Roles

Candidate Selection: Ensure the selection process effectively identifies high-quality candidates who meet or exceed organizational standards.
Staffing Coordination: Collaborate with operational and support leaders to maintain adequate staffing levels aligned with business goals and objectives.
Temp Employee Management: Oversee the onboarding, training, and supervision of temporary employees, serving as the main liaison with temporary staffing providers.
Onboarding Process: Coordinate the onboarding process to ensure all new hires complete required testing, screenings, and documentation on time.
Manager Partnership: Partner with hiring managers to facilitate smooth and prompt employee onboarding.
Orientation Leadership: Lead the New Hire Orientation program to ensure effective integration into the workplace.
Succession Planning: Support succession planning processes for non-exempt positions.
Affirmative Action: Develop and implement annual affirmative action plans and related equal employment opportunity initiatives in compliance with legal requirements.
Regulatory Compliance: Ensure adherence to all governmental and labor reporting regulations, including EEO, ADA, FMLA, CFRA, Department of Labor, workers’ compensation, OSHA, and other applicable standards.
Legal Risk Management: Minimize organizational exposure to legal risks by ensuring compliance with employment laws and regulations.
Policy Updates: Recommend updates to employee handbooks, policies, and procedures.
HR Reporting: Generate reports for management and HR leadership.
Eligibility Verification: Ensure accurate completion of employment eligibility verification processes.

40. HR Supervisor Roles and Responsibilities

Recognition Programs: Lead employee recognition and rewards programs to promote engagement and satisfaction.
Discipline Guidance: Advise managers and supervisors on progressive discipline procedures and employment-related matters.
Culture Management: Foster a positive work environment and monitor organizational culture to align with company values and engagement goals.
Engagement Programs: Develop, implement, and manage HR programs aimed at enhancing employee engagement and workplace satisfaction.
Investigation Guidance: Guide managers and supervisors on employee investigations, counseling, and termination, ensuring fair and consistent treatment.
HR Operations: Oversee daily HR operations, including recordkeeping, payroll, compliance, customer service, wellness initiatives, temporary staffing, leave administration, and benefits management.
Staff Training: Train HR staff on legal updates, compliance standards, and best practices.
Policy Management: Ensure all policies and procedures are accurate, up to date, legally compliant, and aligned with organizational objectives.
Performance Analysis: Analyze data to measure HR performance against established goals, recommending process improvements.
Compliance Audits: Conduct regular and spot audits to ensure regulatory compliance and accuracy of internal data.
Labor Agreement Knowledge: Maintain up-to-date knowledge of applicable labor agreements, policies, and related documents.
Labor Relations: Work collaboratively with employee representatives to maintain positive labor relations and ensure the timely resolution of workplace matters.
Disciplinary Monitoring: Monitor and respond to disciplinary action requests, ensuring consistency with established practices and documentation standards.
Grievance Resolution: Track and resolve employee grievances promptly, providing investigation findings to management for case closure.

41. Human Resources Supervisor General Responsibilities

Recruiting Strategy: Execute the enterprise recruiting strategy to successfully select and onboard talent.
Project Management: Manage projects and work collaboratively across all departments and levels within the organization to design and implement solutions that meet business needs.
Employee Communication: Foster open communication with employees and ensure timely resolution of concerns.
Compensation and Benefits: Administer compensation and benefits programs.
Policy and Compliance: Work closely with the leadership team, providing counsel and guidance regarding policies, practices, and state and federal regulatory compliance requirements.
Change Leadership: Lead change initiatives by taking an optimistic approach and creating an environment that encourages innovative ideas.
Resource Management: Manage resources responsibly.
Software Support: Provide operational advice to staff on software packages used within the HR office.
Records Management: Manage information and records following policies and statutory requirements.
Policy Compliance: Comply with staff policies and procedures, including equal opportunities, dignity at work policies, and all mandatory training requirements.

42. HR Supervisor Role Purpose

HR Strategy: Support the overall strategic direction of the plant’s human resources functions, aligning initiatives with business unit and facility objectives.
Employment Management: Oversee all employment activities, including interviewing, screening, hiring, placement, and orientation for both salaried and hourly employees.
Internal Bidding: Manage the internal bidding process for hourly employees, as well as layoff and recall procedures.
Loss Prevention: Direct loss-prevention initiatives, including workplace health and safety programs, workers’ compensation, employee wellness efforts, and return-to-work programs.
Regulatory Compliance: Ensure compliance with all applicable federal, state, and local regulations, including equal employment opportunity and related labor requirements.
Affirmative Action: Develop, manage, and maintain an effective affirmative action program that meets legal and regulatory standards.
Employee Relations: Foster a balanced, professional, and respectful relationship between management and employees.
ER Investigations: Address and resolve complex employee relations matters, conducting thorough and objective investigations.
Engagement and Events: Organize and oversee employee appreciation initiatives and community relations events to promote engagement and a positive organizational image.

43. HR Supervisor Essential Functions

Team Supervision: Supervise a team of three journey-level human resources analysts and one human resources technician, ensuring efficient workflow and professional development.
Employee Relations: Perform specialized and complex employee relations functions, including contract interpretation, negotiations, disciplinary actions, and grievance administration.
Talent Management: Oversee recruitment, selection, and classification activities to ensure the attraction and retention of qualified talent.
Policy and Metrics: Support the Human Resources and Risk Manager in developing and maintaining policies, goals, and performance metrics to measure departmental effectiveness.
Budget Administration: Participate in budget planning, preparation, and administration processes.
Regulation Compliance: Interpret and apply rules, standards, and procedures to ensure compliance and consistency.
Relationship Building: Foster and maintain positive working relationships across the organization.
ER Administration: Provide administrative support for employee relations activities, including disciplinary actions, investigations, and return-to-work processes.
Information Requests: Compile and prepare information for freedom of information and data protection requests.
Records Management: Maintain accurate records within the integrated payroll and human resources management system to support operational efficiency.

44. Recruitment Operations Supervisor Additional Details

Team Leadership: Lead, coach, motivate, and develop a team of recruitment coordinators specializing in interview scheduling and onboarding activities.
Workload Management: Oversee team workloads to ensure service level agreements and quality standards are maintained.
Process Design: Establish and enforce processes and design efficient workflows.
Continuous Improvement: Proactively identify and implement opportunities for continuous improvement.
Relationship Building: Build strong working relationships with team members, HR, HR vendors and contractors, managers, and employees.
Communication Facilitation: Facilitate clear communication with team members and other relevant HR staff.
Global Awareness: Consider global implications and leverage knowledge of benchmark or industry practices for service delivery centers.
Policy Compliance: Comply with and understand the organization's operations, policies, and procedures.

45. HR & Labor Relations Supervisor Roles

HR Support: Support the rail facility in manpower planning, recruitment, labor and employee relations, organizational development, succession planning, performance management, and shared services to achieve the company's strategic business objectives.
Employment Processes: Review and coordinate company employment processes with a strong emphasis on employee and labor relations.
CBA Interpretation: Serve as the primary focal point for actions and interpretation of multiple local collective bargaining agreements.
Union Advisory: Provide assistance and advice to supervisors and managers in executing work via the collective bargaining agreements, and interact with employees and designated union representatives.
Union Relations: Build positive rapport with union representatives and represented employees to foster a collegial and collaborative working environment.
Regulatory Compliance: Execute all work in compliance with applicable regulations, laws, standards, codes, directives, required permits, and contracts, and comply with all reporting requirements.
Performance Management: Coordinate the performance management process.
Recruitment Oversight: Oversee employment activities to ensure that properly qualified employees are recruited and hired.
Drug and Alcohol Program: Maintain the drug and alcohol program, including pre-employment and post-offer testing.
Audit Management: Oversee all ISO audits to ensure compliance with the human resources manual, site policies, and federal railroad regulations.
Training Programs: Ensure the development and implementation of training programs that support the company's business objectives.
Project Collaboration: Collaborate with other sites on special projects.
HR Alignment: Work with the HR manager and director to partner with key leaders in the organization to align HR practices with current and future business needs.

46. HR Employee Services Supervisor Tasks

Team Supervision: Supervise the HR Services Team with primary responsibility for new hire orientation on assignment provisions and policies, and the processing of all employee-related actions in the HRIS system, including job changes, terminations, and transfers.
Leave Coordination: Coordinate with the benefits department and program stakeholders on Medical Leave of Absence (MLOA), sick leave, administrative leave, leave without pay (LWOP), emergency leave, bereavement leave, and military leave.
Project Transition: Assist in the transition of projects in planning, designing, and executing all HR services-related functions.
Job Change Process: Maintain and coordinate the job change process with the appropriate corporate department and site HR teams for assigned programs in multiple locations.
Audit Support: Respond to audit requests by providing reports and conducting walk-throughs.
HRIS Management: Oversee and maintain organizational hierarchy for job code tables and prepare HRIS reports for assigned programs.
Record Accuracy: Ensure employee personnel records are accurate by running internal HR audits.
Proposal Support: Provide human resources proposal support in coordination with HR management, project teams, and legal to ensure timely responses.
System Analysis: Analyze systems to identify and resolve issues, escalating customer concerns to management for resolution.
Benefit Issue Resolution: Serve as the primary contact for program benefit issues and resolutions, coordinating with the functional management team.
Records Retention: Oversee the retention of employee human resource records by designing and maintaining a filing and retrieval system for past and current records.
International Support: Serve as secondary contact for international assignment provisions.
Labor Law Compliance: Research local labor laws, exemptions, and coordinate with HR management and legal to ensure compliance.
Document Review: Ensure the Employee Services team reviews I-9s and other required documents for completion and proper filing.
Confidential Handling: Handle confidential matters such as personnel actions and management reports.

47. HR & Admin Supervisor Overview

Employee Relations: Serve as a link between management and the workforce by handling queries, implementing policies and procedures, and addressing employee issues and concerns.
Recruitment Process: Handle the end-to-end recruitment process.
Internal Communication: Post memoranda on the bulletin board and other internal communication channels promptly.
Benefits Administration: Administer government-mandated benefits such as sickness, maternity, paternity, disability, and others.
Claims Processing: Ensure that employee applications and claims with government agencies are properly attended to at all times.
Benefit Registration: Monitor and register employees for government-mandated benefit programs.
HMO Management: Manage enrollment and renewal of employees’ health maintenance organization (HMO).
Timekeeping: Prepare the Daily Time Record of all employees every 15th and 30th/31st of the month.
Record Monitoring: Update and monitor records such as expiration of probationary periods, training and seminars attended, and disciplinary actions in the system.
Clearance Processing: Process clearance and certificates for all resigned or separated employees.
Quitclaim Administration: Ensure proper administration of employees’ quitclaim and release papers.
Payroll Coordination: Coordinate with payroll service providers regarding employee movements, salary loan deductions, monthly employee records, compensation, overtime requests, resignations, and other salary-related concerns.
Certification Preparation: Prepare certifications as requested by employees, including employment certificates, certificates of employment and compensation, and certificates of contributions and remittances.

48. HR & Admin Supervisor Functions

Employee Support: Attend to employee concerns and requests.
Tardiness Reporting: Prepare a monthly summary of employee tardiness records.
Personnel Records: Maintain and manage personnel files for all employees in the branch.
Event Assistance: Assist in company-sponsored activities such as summer outings, holiday parties, planning conferences, and meetings.
Labor Liaison: Liaise with labor authorities in meeting requirements for annual assessments and address inquiries and verifications.
Admin Guidance: Provide guidance and support to administrative staff to perform their duties effectively.
Payroll Supervision: Supervise monthly billing, staff scheduling, and payroll processing activities.
Operational Standards: Ensure the administration team follows company standards and guidelines for operational efficiency.
Problem Resolution: Provide support to resolve problems faced by the administration team.
Resource Management: Manage staffing and supply needs for all departments.
Staff Development: Support recruitment, evaluation, and training of staff members.
Process Improvement: Evaluate current operations to identify and implement process improvements.
Clerical Planning: Plan and organize clerical support activities, establishing procedures, practices, and work methods to improve effectiveness and efficiency.
Work Coordination: Coordinate work performed in support of one or more functional units by providing central authority, disseminating information, assigning responsibilities, and supervising staff.

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