HR Supervisor Job Portrait
• Job Title: Human Resources Supervisor
• Reports To: Director of Human Resources
• Department: Human Resources
• Location: Carlcare Technology

Position Overview:
The HR Supervisor plays a crucial role in shaping and maintaining the culture of the organization, managing all aspects of employee relations, and ensuring that HR practices align with company goals and legal standards. They oversee the recruitment, development, and retention of talent, as well as employee performance, compensation, and benefits. The HR Supervisor is a strategic partner to business leaders and acts as a bridge between employees and management to foster a positive, productive workplace.


Key Responsibilities:
Talent Acquisition & Recruitment :
• Develop and implement recruitment strategies to attract top talent.
• Collaborate with hiring managers to create job descriptions and identify key qualifications.
• Lead the recruitment process, including posting job ads, reviewing resumes, conducting interviews, and managing candidate selections.
• Build a strong employer brand to attract diverse candidates.
Employee Onboarding & Integration:
• Oversee the onboarding process to ensure new hires are smoothly integrated into the company culture.
• Conduct new employee orientation sessions and ensure all necessary documentation is completed.

Employee Relations:
• Serve as a point of contact for employees to discuss grievances, concerns, or conflicts.
• Mediate disputes and address workplace issues to maintain a positive work environment.
• Promote employee engagement through surveys, focus groups, and team-building activities.
Performance Management:
• Develop and implement performance appraisal systems and feedback mechanisms.
• Work with managers to address underperformance and support employee development plans.
• Provide guidance on coaching and mentoring employees.
Compensation & Benefits:
• Administer salary structures, bonus programs, and benefit plans to ensure competitiveness in the market.
• Proficient in salary performance and incentive modules with outstandingability
• Ensure compliance with compensation laws and regulations.
• Conduct periodic compensation reviews to align with industry standards and internal equity.
• Compliance & Legal Adherence:
• Ensure the company complies with federal, state, and local employment laws and regulations
• Maintain employee records and documentation in accordance with legal requirements.
• Stay updated on changes in labor laws and advise management on necessary policy updates.

Training & Development:
• Identify training needs and develop or source training programs to enhance employee skills.
• Coordinate leadership development programs and career growth initiatives.
• Foster a culture of continuous learning and development.
HR Strategy & Policy Development:
• Contribute to the development and implementation of HR strategies that align with the company’s business
• goals.
• Revise and enforce HR policies to maintain a productive and respectful work environment.
• Monitor HR metrics (e.g., turnover rates, employee satisfaction) and make recommendations for
• improvement.


Key Skills & Competencies:
Leadership & Interpersonal Skills:
• Ability to influence and build strong relationships with employees at all levels, particularly management and leadership teams.
• Conflict Resolution & Mediation: Skilled in addressing workplace issues and resolving conflicts fairly and effectively.
• Strategic Thinking: Ability to align HR practices with business objectives and make data-driven decisions.
• Legal Knowledge: In-depth knowledge of labor laws and HR best practices to ensure legal compliance.
• Communication: Strong written and verbal communication skills to convey policies, expectations, and feedback.

Organizational Skills:
• Excellent time management and the ability to handle multiple projects simultaneously.
• Confidentiality & Integrity: Maintain a high level of confidentiality, professionalism, and ethical standards in dealing with sensitive information.


Education & Experience:
• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field. A Master’s degree or HR certifications (e.g., SHRM-CP, PHR) may be preferred.
• Experience: Typically, 5+ years of experience in HR, with at least 2 years in a managerial or leadership role.
• Experience in a specific industry or company size may be a plus.
• Additional Certifications: Certification from SHRM (Society for Human Resource Management), HRCI (Human
• Resource Certification Institute), or similar organizations is desirable.

Work Environment & Physical Demands:
Work Environment: The HR Manager typically works in an office environment, though remote or hybrid arrangements may be available. Some travel may be required for recruitment or employee engagement activities.