Human Resource Supervisor

Description

Key Responsibilities

• Provides ownership, direction, and accountability for HR operations and employee lifecycle processes across assigned locations.
• Leads all Energy segment responsibilities for leave administration, recruiting, and employee engagement, establishing consistent practices, service expectations, and measures of effectiveness.
• Partners with leaders on workforce planning, staffing priorities, organizational needs, retention risks, and succession or talent pipeline considerations.
• Owns full-cycle recruiting for all roles and provides segment-level coordination, including intake meetings, sourcing strategy, interview process quality, selection guidance, offers, and recruiting metrics.
• Oversee leave and accommodation administration for all Energy segment, coordinating with employees, leaders, payroll, benefits partners, and third-party administrators to support timely and compliant case management.
• Establishes and manages training compliance tracking, metrics, and reporting for the Energy segment; partners with leaders to address gaps and maintains documentation necessary to demonstrate compliance during ISO audits.
• Develops and executes employee engagement and retention initiatives, using feedback, workforce trends, and business needs to recommend practical actions and monitor progress.
• Provides guidance on performance management, talent development, corrective action, and employee relations matters, ensuring consistent policy application, sound judgment, documentation, and appropriate escalation.
• Leads workplace investigations and supports employee separations in partnership with HR leadership and Legal, as appropriate.
• Oversee all onboarding, offboarding, time and attendance, required training, and other employee lifecycle activities to ensure consistent and effective employee experience.
• Ensures accuracy, integrity, confidentiality, and compliance of employee records, HR transactions, reporting, and HRIS data.
• Maintains accountability for employment-law and company-policy compliance; supports audits, required postings, reporting, policy implementation, and corrective actions.
• Creates and monitors HR metrics and dashboards for recruiting, leave, engagement, turnover, attendance, training, and service delivery; identifies trends, risks, and recommended actions for leaders.
• Drives continuous improvement and standardization of HR processes, tools, communications, and self-service resources to improve efficiency and employee and manager experience.
• Leads or supports segment HR projects, change-management activities, and business integrations, coordinating stakeholders, timelines, communications, and implementation follow-through.
• Provides day-to-day direction, coaching, and coordination to team members or process partners, as assigned, and reinforces clear ownership and accountability.
• Builds effective partnerships across locations and functions and communicates concise, decision-ready updates on priorities, risks, and outcomes.
• Delivers responsive, high-quality HR support while fostering a positive, respectful, and compliant workplace culture.

Skills Knowledge and Expertise

• Bachelor’s degree in human resources, business administration, or a related field required; equivalent relevant experience may be considered in accordance with company practice.
• Five or more years of progressive Human Resources experience, including ownership of multiple HR processes.
• Demonstrated experience in employee relations, recruiting, leave or accommodation administration, and performance management.
• Experience supporting manufacturing, operations, multi-site, or matrixed environments preferred.
• Prior leadership, supervisory, project leadership, or functional process ownership experience preferred.
• Ability to manage competing priorities, exercise judgment, influence leaders, and drive consistent execution across locations.
• Experience using HRIS and applicant tracking systems and applying HR data and metrics to identify trends and support decisions.
• Strong working knowledge of employment laws, HR compliance requirements, and HR best practices.
• Strong written, verbal, facilitation, and interpersonal communication skills.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.