As a Human Resource Supervisor, your primary responsibility is to oversee all aspects of the human resources function within the organization. You will play a critical role in attracting, developing, and retaining talent while ensuring compliance with labor laws and promoting a positive work environment. You will work closely with senior management and department heads to align HR strategies with business objectives.

You will oversee the following:

1. Recruitment and Staffing: Develop and implement recruitment strategies to attract and select qualified candidates for various positions. Coordinate job postings, screening resumes, conducting interviews, and facilitating the selection process. Collaborate with hiring managers to ensure timely and effective recruitment.

2. Employee Relations: Serve as a point of contact for employee inquiries, concerns, and grievances. Address and resolve employee relations issues, ensuring fair and consistent application of policies and procedures. Foster a positive work environment through effective communication and employee engagement initiatives.

3. Performance Management: Develop and implement performance management systems, including goal setting, performance evaluations, and feedback mechanisms. Provide guidance to managers on performance improvement plans, career development, and succession planning.

4. Compensation and Benefits: Administer compensation and benefits programs, ensuring competitiveness and compliance with applicable laws and regulations. Conduct salary benchmarking and participate in compensation surveys to inform compensation strategies. Oversee employee benefits administration and address employee inquiries related to benefits.

5. Training and Development: Identify training and development needs within the organization and design or facilitate appropriate training programs. Coordinate employee onboarding and orientation programs. Support employees' career growth and professional development through coaching, mentoring, and training initiatives.

6. HR Policies and Compliance: Develop and maintain HR policies and procedures in compliance with employment laws and regulations. Stay updated on changes in labor legislation and ensure adherence to legal requirements. Conduct internal audits to monitor compliance and recommend improvements.

7. HR Information Systems: Oversee the management and administration of HR information systems, including employee records, payroll, and timekeeping. Ensure data accuracy and confidentiality. Utilize HRIS reports and analytics to support data-driven decision-making.

8. Employee Engagement and Wellness: Implement programs and initiatives to promote employee engagement, satisfaction, and overall well-being. Organize employee recognition events, team-building activities, and employee feedback mechanisms.

9. HR Strategy and Planning: Contribute to the development and execution of HR strategies aligned with organizational goals. Provide input on workforce planning, talent management, and organizational development initiatives.

1. Bachelor's degree in human resources, business administration, or a related field. A master's degree in HR or relevant certification (e.g., SHRM-CP, PHR) is a plus.

2. At least 2 years of experience in HR management roles, demonstrating a comprehensive understanding of HR principles, practices, and legal requirements.

3. Solid knowledge of labor laws, employment regulations, and industry best practices.

4. Excellent interpersonal and communication skills, with the ability to build relationships and collaborate effectively with employees at all levels.

5. Strong problem-solving and decision-making abilities, with a strategic mindset.

6. Demonstrated experience in recruitment, selection, and onboarding processes.

7. Proficiency in HRIS systems and other HR-related software applications.

8. Ability to handle confidential information with discretion and maintain a high level of professionalism.

9. Strong organizational skills, with the ability to manage multiple priorities and meet deadlines.

10. Experience in employee relations, performance management, and training and development.

11. Knowledge of compensation and benefits programs and administration.

12. Strong leadership and managerial skills, with the ability to mentor and develop HR staff members.