Supervisor, Human Resources - Admin

Job Contributions and Key Responsibilities
 

Supervise Staff

• Supervise HR Team in support of Business Unit admin needs.
• Monitor team's work activity in support of goals, objectives and assignments.
• Provide staff direction and coaching, may participate in providing input related to performance evaluation and succession planning process.
   

Human Resources Management and Administration Employee Information / Records

• Maintain accurate employee records in the HRIS system (Oracle HCM).
• Ensure data integrity, accuracy, and compliance with privacy regulations.
• Partner with IT/HRIS teams to troubleshoot system issues and support system enhancements.
• Ensure employees’ records documentation follows legal requirements.
• Oversee creation of e-mails and system set-up for new hires.
• Administer background check system functionality and processes.
• Oversee the filing function, ensuring employee files and documentation are in compliance with applicable legal requirements.
• Administer Employee Data Management to include Paper and electronic records, HRIS employee data, HR administrative forms, Employee verification letters, EDD and other correspondence.
• Oversee seating layout for corporate offices and district offices by partnering closely with other districts’ leadership for admin seating.
• Verifications of employment.
• Handle employee related correspondence.

Information Reporting

• Generate reports to support decision-making as needed - such as employee demographics, new hire, headcount, turnover, retention, absenteeism, active no hours, training completion, etc.
• Maintain Exit Interviews Reporting Results.

Compliance Policies and Procedures

• Ensure employee handbooks are literacy competent, compliant with applicable labor laws, and updated on an annual basis.
• May recommend new approaches, policies, and procedures that result in continuous improvements.
• Coordinate, track and facilitate mandatory compliance training programs (e.g., workplace safety, code of conduct, harassment prevention, labor law requirements).
• Ensure training programs are up to date with federal, state, and local regulations.
• Partner with legal and HR Director to monitor and respond to regulatory changes.
• Maintain documentation and audit readiness for compliance-related activities.
• Support HR projects, audits, and continuous improvement initiatives.
• Collaborates with Payroll, Benefits manager, WC Manager and DHS team to support employee inquiries and projects that overlap.

Employee Relations

• Serve as a point of contact for employee concerns, providing guidance consistent with company policy and legal requirements.
• Collaborate with HR Director to assist with employee relations investigations, disciplinary meetings, performance improvement plans by following Employee Relations Best Practices and our Disciplinary Corrective Action Guidelines program.
• Collaborate with Manager / HR Director to effectively resolve employee complaints and investigations; effectively resolve employee relations issues.
• Support managers on handling workplace issues fairly and consistently in line with our policies and values.
• Track trends in employee relations to identify proactive solutions.
• Stays current with employment law updates and labor laws.

  Employee Life Cycle and Performance Management

• Monitor and ensure HRIS System (PeopleConnect) meets the requirements of supporting the Employee Life Cycle.
• Administer and implement the New Hire Learning Plan (NHLP), by ensuring managers complete this process with new hires.
• Administer the new employee 60 Day Performance Reviews.
• Conduct new hire onboarding and orientation processes.
• Responsible for the offboarding, and HR lifecycle processes as needed to include exit interviews.
• Responsible for partnering with HR Director to provide support to managers on Position Eliminations, Terminations for Cause, Job Abandonment and Voluntary Quits.
• Update and complete Paperwork, training to management and supervisors to ensure appropriate terminations processes are followed.
• Collaborate with managers on the PIP and coaching exercises.
• Responsible for coaching and guidance to managers regarding disciplinary action.
• Report on reasons for separation of employment, voluntary quits, etc.

  Employee and Community Engagement

• Support the implementation of employee engagement initiatives (e.g., Our Voices Survey, recognition programs, wellbeing strategies).
• Leads the