Job Description

The HR Supervisor is responsible for the operational execution, coordination, and monitoring of HR programs and processes aligned with HR Centers of Excellence (COEs) and business requirements. The role focuses on hands-on implementation, workforce and cost controls, talent program deployment, employee relations management, and issue resolution while ensuring compliance, consistency, and continuity of HR services. The HR Supervisor acts as the day-to-day HR operational lead and escalation point for complex people matters.

Duties and Responsibilities

Talent Strategy Execution and Workforce Management• Implement approved talent strategy and workforce plans across critical roles and emerging capability needs in alignment with HR COEs.• Translate workforce plans into actionable hiring, movement, and deployment activities.• Monitor HR-related costs, headcount utilization, and manpower efficiency against approved budgets.• Support the end-to-end execution of talent management activities aligned with COE
HR Programs Implementation• Ensure end-to-end implementation of HR COE Programs to the business• Ensure comprehensive and relevant employee communication and employee enablement
Learning and Development• Learning Needs Analysis and Learning Solutions Design and Implementation: Facilitate company-specific learning needs and execution of business-specific learning interventions in Collaboration with L&D team for implementation
Organization Development• Pulsing, Diagnosis, & Interventions: Facilitate diagnosis of team and organizational issues, intervention planning including retention planning and initiatives deployment
Employee Relations/Labor Relations• Implementation of End-to-End Discipline Process: Manage labor relations across the Utilities Group and oversee the end-to-end implementation of the employee discipline process
Employee Engagement• Employee Engagement Activities Planning and Implementation: Ensure availability and oversee execution of engagement and health and wellness activities• Cascade and Planning for Employee Survey Results: Facilitate survey cascades, analysis, and action planning• Ensure the conduct of Exit Interviews, Analysis and Interventions: Implement retention initiatives based on exit interview results
Employee Issue Resolution• Level 3 (complex): Provide resolution on employee issues categorized at level 3
Crisis Management•Act as the primary point of contact during crisis management

Technical Competencies and Skills

Learning & Development, Employee Engagement & Communication, Employee Relations / Labor Relations, Crisis & Risk Management, HR Operations & Program Execution, HR Technology Tools Proficiency

Education, Trainings and Licenses Required

Bachelor’s degree in Human Resources, Psychology, Industrial Relations, Business Administration, 3-5 years of progressive HR experience, Prior experience in utilities, Strong interpersonal skills, With understanding of labor laws and HR best practices, Proficiency in HRIS systems and Microsoft Office tools, with at least 2 years in an HR Generalist role