HR Supervisor

About Us

At Norman International, we are committed to fostering a dynamic and inclusive workplace where every employee can thrive. As a leader in the Shutters Blinds and Shades Industry, we prioritize innovation, integrity, and excellence. We are seeking a dedicated and experienced Human Resources Supervisor to join our team and drive our HR initiatives to new heights. If you are passionate about shaping company culture, ensuring compliance, and attracting top talent, we want to hear from you!

Position Summary

The Human Resources Supervisor, responsible for overseeing all aspects of HR transactional operations. This position demands a comprehensive understanding of federal, state, and municipal labor laws across all the US, coupled with expertise in processes from employee relations to HR systems. The ideal candidate will lead HR functions that support the entire employee lifecycle, enhance employee experience, and uphold our company’s commitment to excellence and compliance.

Key Responsibilities

HR Operations

• Drive Day-to-Day HR Functions: Manage the complete employee lifecycle, from onboarding to offboarding, ensuring seamless HR operations.
• SOP Management: Regularly update and review Standard Operating Procedures (SOPs) to maintain compliance with evolving laws and regulations.
• Transactional Task Management: Oversee all HR transactional tasks, ensuring accurate recording in Planner with appropriate scheduling and frequent updates per SOPs.
• Meeting Leadership: Lead daily stand-ups and semi-monthly HR department update meetings to ensure alignment and progress.
• Task Follow-Up: Ensure all HR tasks are completed within scope and established timeframes, maintaining high standards of accountability.
• Continuous Improvement: Identify and implement improvements for HR processes, policies, and procedures to enhance employee experience and company culture.
• Project Collaboration: Partner with the HR Manager on various projects, including audits and filings, ensuring successful project outcomes.

Recruitment & Talent Acquisition

• Full-Cycle Recruitment: Manage the entire recruitment process from job postings to onboarding, ensuring the acquisition of top-tier talent aligned with company culture and business objectives.
• Vendor Management: Vet and manage recruitment vendors to ensure quality and efficiency in talent acquisition.

Employee Relations

• Primary Contact: Serve as the main point of contact for employee concerns, providing support, mediation, and resolutions to foster a positive work environment.
• Issue Management: Handle and resolve employee relations issues through effective, thorough, and objective investigations, escalating when necessary.
• Decision Reinforcement: Implement difficult decisions that align with organizational strategies and values, maintaining fairness and consistency.

Performance Management

• Appraisal Systems: Implement and manage performance appraisal systems and employee development programs to enhance team productivity and retention.
• Leadership Partnership: Collaborate with business leaders and managers to understand their needs and challenges, providing effective HR solutions.
• Discipline and Termination: Handle disciplinary actions and employee terminations in accordance with company policies and legal standards.

HR Policies & Compliance

• Strategy Development: Develop and implement HR strategies in partnership with the HR Manager that align with organizational goals.
• Policy Enforcement: Create and enforce HR policies and procedures that comply with legal standards and company guidelines, ensuring adherence to all labor laws across federal, state, and municipal levels.
• Compliance Oversight: Maintain up-to-date knowledge of labor laws in all 50 states and conduct proper labor relations investigations as needed.

Training & Development

• Leadership in Training: Lead and/or assist in mentoring, inspiring, and facilitating professional development and training initiatives for the HR team.
• Development Programs: Identify training needs and implement employee development programs to ensure continuous learning and growth throughout the organization.

Compensation & Benefits

• Payroll Oversight: Oversee the semi-monthly payroll process, ensuring accuracy and timely distribution.

HR Metrics & Reporting

• Data Analysis: Track and analyze key HR metrics (e.g., turnover rates, hiring costs) to inform decision-making and support strategic initiatives.
• Reporting: Prepare and present comprehensive HR reports to senior management, highlighting trends and actionable insights.

Additional Duties

• Perform other duties as required to support the HR department and organizational objectives.

Qualifications

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Experience:
• Minimum of 7 years of progressive HR experience, with at least 3 years in a supervisory or managerial role.
• Extensive knowledge of federal, state, and municipal labor laws across all 50 states.
• Proven experience in all aspects of transactional HR, including but not limited to payroll processing, auditing, benefits, employee relations, recruitment, analytics, HRIS and data management.
• Certifications: SHRM-CP or SHRM-SCP, PHR or SPHR preferred.
• Skills:
• Exceptional leadership and team management abilities.
• Must be very comfortable with relentless pursuit of constant improvement and process changes.
• Strong analytical and problem-solving skills.
• Excellent communication and interpersonal skills.
• Proficiency in HRIS and other relevant software.
• Ability to manage multiple projects and priorities in a fast-paced environment.
• High level of integrity and professionalism.
• System Knowledge Required:
• Microsoft Teams, Sharepoint, Onenote, Excel, Word, Powerpoint
• E-signatures
• ADP HRIS system