HR Solutions Supervisor

Description

• Monitor compliance with client-mandated certifications, testing, and vaccination requirements; oversee maintenance of skills tracking systems.
• Ensure business leaders and Talent First partners are informed of mass communications as it impacts support needs for their respective regions.
• Oversee system setup and access for new hires in all applicable HRIS and timekeeping systems; coordinate with IT and stakeholders for provisioning and deactivation.
• Manage employee lifecycle processes, including terminations (voluntary and involuntary), wage and job changes, promotions, and location transfers, ensuring accurate and timely updates in systems.
• Collaborate with the Benefits team to support leave of absence management and respond to related employee inquiries.
• Monitor workload distribution, set priorities, and ensure deadlines are met in alignment with business needs.
• Ensure accuracy and integrity of employee data through regular audits and reconciliation of all employee changes including hires, terminations, and transfers.
• Support organizational change management initiatives and partner with the Center of Excellence to ensure smooth and timely hand-offs.
• Supervise and mentor HR support staff, ensuring effective execution of onboarding, offboarding, and employee support processes.
• Oversee mass communications to employees and facilitate employee surveys or event coordination as needed.
• Provide guidance and direction on complex or escalated HR issues, ensuring timely resolution and consistent application of policies.
• Manage craft and/or administrative asset tracking and resolve any issues related to company-issued equipment or tools.
• Collect and document of business requirements for project and process improvement/automation efforts
• Oversee coordination with Talent Acquisition for open shop craft and/or administrative employees to ensure timely preboarding and onboarding of new hires nationwide; ensure all onboarding steps are completed accurately and on schedule.
• Supervise processing of Rewards & Recognition payments, Auto Allowance applications, and I-9 reverifications and other tasks performed by the HR Administrative team.
• Ensure compliance with onboarding requirements, including I-9 verification, drug and alcohol testing, background screening, and asset assignment.
• Support employee engagement initiatives and ensure positive employee experience through timely support and issue resolution.
• Oversee weekly and interim check distribution processes, ensuring accurate and timely delivery.
• Serve as a point of contact for escalated employee inquiries regarding policies, benefits, and employment matters and partner with appropriate COE team as needed.

Requirements

• Ability to work in front of a computer for long periods of time
• Excellent communication skills, with the ability to interact effectively with all levels of the organization.
• Strong organizational and planning skills required
• Strong leadership, organizational, and problem-solving skills.
• Self-motivated and able to work independently, as well as part of a team
• Strong verbal and written communication skills that are clear, well-organized, and demonstrate an understanding of audience needs
• Excellent time management skills with a proven ability to meet deadlines and service level agreements
• Strong problem-solving skills and ability to be resourceful
• Ability to visit job sites and other offices, as needed
• Capable of working independently while maintaining responsibility and ownership
• Highly collaborative and influential with the ability to develop, execute, and drive initiatives forward to completion
• Proficiency in Microsoft Office Suite (Excel, Word, Outlook).
• Demonstrated knowledge of I-9 compliance, onboarding protocols, and employment lifecycle practices.
• Bachelor’s degree in human resources, Business Administration, related field, or an equivalent combination of education and experience.
• Strong knowledge of HRIS systems (e.g., Workday) and timekeeping platforms.
• Working knowledge with payroll practices relates to payroll processing and downstream impacts.
• Possess a strong customer service orientation while maintaining a high level of integrity and confidentially with each transaction
• 2–5 years of progressive experience in HR operations, with at least 1 year in a supervisory or lead role. PHR and SHRM-CP certifications a plus.
• High attention to detail and ability to manage sensitive and confidential information.
• Demonstrate ability to work in a fast-paced environment & contribute to a high-performing team.
• Problem-solving ability and proven accuracy with detailed information
• Ability to execute efficiently to ensure candidate satisfaction

Benefits

Training + Development

Interview process

Visa Sponsorship

Security clearance