Description
Position Title: | HR Supervisor | Employee: | |
Reports to: | HR Manager | Department: | HR |
Updated: 8/30/18 | | Location: | Moorefield, WV |
FLSA Status: | Exempt | | |
Position Summary: In two – four sentences, what are the end results or purpose of this job? |
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Supervises and coordinates activities of professional level and administrative support employees engaged in employee relations, compensation, benefits, training, employment, labor relations, affirmative action and employment equity programs, and/or personnel research.
Essential Duties & Responsibilities:List from most important to least important |
- Supervises the day-to-day administration of personnel policies and practices at assigned location.
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- Oversees and assigns employee training and orientation programs.
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- Oversees the administration of compensation and benefits programs at the location to ensure these programs are in line with corporate programs.
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- Recommends program changes or enhancements to meet human resource requirements.
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- Submits budget recommendations for personnel operations.
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- Coordinates the delivery of effective affirmative action, and other employee relations programs.
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- Assists with the preparation of separation notices for employees separating with cause and may conduct exit interviews to determine reasons behind separations.
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- Prepares reports and recommends procedures to reduce absenteeism and turnover.
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- May represent company at personnel-related hearings and investigations.
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- May support and assist in collective bargaining negotiations and administer contract provisions at the location.
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Supervisory Elements:Quantify and describe briefly(direct, hire, terminate, appraise, recommend, etc) |
Number of employees supervised - Salary/Direct Reports:
Describe nature of supervisory responsibility/authority: Responsible for the activities relevant to theHR Management.
Carries out managerial/supervisory responsibilities in accordance with the organization’s policies and applicable law. Responsibilities include interviewing, hiring, and training employees, planning, assigning, and directing work, appraising performance, rewarding and disciplining employees, addressing complaints and resolving problems.
Decision Making Authority:Describe with examples and estimate of frequency |
Describe nature of decision making/use of independent judgement:
The person filling this position exercises independent judgement and makes managerial decisions affectingpartners atthe Moorefield complex.
Must have the ability to identify and resolveissues without the benefit of direct supervision.
This position confers regularly with theComplex and CorporateHR officials, superintendents, and supervisors to assure that HR policies and procedures aremanaged efficiently and effectively for all employees.
Customer Focus: | List principal contacts/customers |
Internal: | HR Manager, Corporateofficials, Complex superintendents, supervisors, leads, employees, and other contacts within the Moorefield Complex. May interface with otherPPCdivisions as needed. |
External: | Community partners and officials, attorneys, vendors etc. |
Scope:List quantifiable factors, i.e., # contracts, budget responsibility, pounds of product, etc. |
Scope encompasses managing the HR function forMoorefieldPrepared Foods..
Integral Knowledge & Skills: | Qualifications to perform full job at acceptable level |
List | Must possess a knowledge oflawsrelevantto HR Management..Carries out managerial/supervisory responsibilities in accordance with the organization’s policies and EEO and all applicable law. Responsibilities include interviewing, hiring, and training employees, planning, assigning, and directing work, appraising performance, rewarding and disciplining employees, addressing complaints and resolving problems. Position requires an individual that can work independently, assess situations and make appropriate decisions with little or no supervision. Must be detail oriented, forward thinking, and possess above average communication skills. |
How normally acquired? | Education: A 4-year college degreeand SHRM certificationis preferredor an equivalent combination of education and experience |
List equipment used: | Computer, SAPmodules, Telephone |
Anticipated Work Schedule: | |
Normal work week: 40 Hours | Typical hours per week: 40 |
Overtime: | |
Physical, Environmental, Situational, and Psychological Elements: | |
Summarized on attached chart. | |
Policy Statement & Signature Approvals |
This description documents the general nature and level of work expected, but is not intended to be a comprehensive list of all activities, duties, and responsibilities required of position incumbents. Consequently the performance of other duties may be required.
EOE/Vet/Disabled
