Human Resources Supervisor

Summary

The HR Supervisor is responsible for overseeing and streamlining the day-to-day operations of the Human Resources department, with a particular focus on operational efficiencies, benefits, and employee programs. This role ensures efficient HR processes, compliance with employment laws, and timely and accurate delivery of employee services. The HR Supervisor will also play a key role in supporting strategic HR initiatives, fostering continuous improvement in HR processes, and enhancing the overall employee experience.

Essential Duties and Responsibilities

HR Operations Management:

• Oversee daily HR operations, including employee records management, HRIS maintenance, and compliance with internal and Safran policies.
• Ensure all HR transactions, such as new hires, promotions, terminations, and other employee changes, are accurately processed and documented. Ensures Standard Operating Procedures (SOPs) are established, up to date and regularly reviewed.
• Identify opportunities for process improvement within HR operations, driving efficiency and effectiveness in HR services.
• Collaborate with HR Business Partners to enhance employee lifecycle management, including onboarding, performance management, and offboarding processes.

Benefits Administration:

• Manage the administration of employee benefits programs, including health insurance, retirement plans, 401(k), leave policies, wellness initiatives, and any other company-offered benefits.
• Serve as the primary point of contact for employees regarding benefits questions, claims issues, 401(k) plan inquiries, and enrollment processes by reviewing plan provisions and working directly with Safran corporate benefits administrators, third party administrators, brokers, and health care providers.
• Liaison to Safran corporate benefits administrators on benefits, process, meetings, and troubleshooting.
• Helps employees navigate the various leave options and ensures that policies and procedures are followed. Examine state/federal/policy requirements as well as payroll and benefit impact, retain and track leave request forms and medical paperwork, and monitor situation ongoing for any action required.
• Administer the company’s 401(k) plan, including employee enrollment, contribution management, compliance with IRS regulations, and communication of any changes or updates.
• Ensure timely open enrollment processes, communication of benefits changes, and compliance with all benefits-related regulations (e.g., COBRA, FMLA, HIPAA, ERISA).
• Continuously assess the effectiveness of the benefits offerings and identify areas for improvement to enhance employee satisfaction and program value.
• Partner with external vendors to negotiate benefits offerings and resolve escalated issues.

HR Compliance & Reporting:

• Oversee the FAA DOT Drug and Alcohol program to ensure compliance with testing requirements and recordkeeping.
• Ensure HR operations and benefits administration are in compliance with federal, state, and local laws and regulations. Partnering closely with Safran Cabin Employment Attorney and corporate benefits administrators as needed.  
• Maintain accurate records for reporting, audits, and compliance purposes.
• Identify compliance risks and recommend improvements to policies and procedures to mitigate potential issues.
• Supports Health Safety and Environmental (HSE) efforts by partnering with the HSE Manager on processes, procedures, injury response and accident prevention programs.

Employee Relations & Support:

• Address and resolve employee inquiries regarding HR policies, procedures, benefits, and 401(k) plan details. Collaborate with HR Business Partners and Safran corporate as appropriate.
• Partner closely with Safran Cabin employment attorney to ensure legal compliance and mitigate risk.
• Provide support for employee relations initiatives and handle sensitive employee issues with professionalism and confidentiality. Back-up to HR Business Partners for Employee Relations.
• Assist in fostering a positive work culture by supporting employee engagement activities, wellness programs, and initiatives aimed at continuous improvement.

Team Leadership:

• Supervise and mentor junior HR staff, ensuring professional development and growth.
• Provide training and guidance on HR operations, benefits best practices, and the importance of continuous improvement in HR processes.
• Promote a culture of innovation and improvement within the HR team, encouraging feedback and new ideas to enhance operational efficiency.
• Oversees the employee life cycle and continually seeks to improve the experience from onboarding to offboarding and everything in between.
• Other duties and projects as assigned.
• Travel to other sites is required up to 20%
  
  

Competencies

To perform the job successfully, an individual should demonstrate the following competencies:

Greenpoint Core Competencies

• Adaptability - Adapts to changes in the work environment, manages competing demands, and accepts constructive criticism/feedback, and changes approach or method to best fit the situation.
• Communications - Expresses ideas and thoughts effectively in verbal and written form, exhibits good listening and comprehension, keeps others informed, and uses appropriate communication methods.
• Dependability - Responds to requests for service and assistance, follows instruction and responds to management direction, takes responsibility for own actions and doing the best job possible, keeps commitments, and maintains reliable attendance.
• Initiative - Sets and achieves challenging goals, demonstrates persistence, and overcomes obstacles, measures self against standard of excellence, recognizes and acts on opportunities, and takes calculated risks to accomplish goals.
• Teamwork - Balances team and individual responsibilities, exhibits objectivity and openness to others' views, gives and welcomes feedback, contributes to building a positive team spirit, and puts success of team above own interests.
• Work Quality - Demonstrates accuracy and thoroughness, displays commitment to excellence, looks for ways to improve and promote quality, applies feedback to improve performance, and monitors own work to ensure quality.

Job Core Competencies

• Customer Service – Displays courtesy and sensitivity, manages difficult or emotional customer situations, meets commitments, responds promptly to customer needs, and solicits customer feedback to improve service.
• Judgment – Displays willingness to make decisions, exhibits sound and accurate judgment, supports, and explains reasoning for decisions, includes appropriate people in decision-making process, and makes timely decisions
• Planning/Organization – Prioritizes and plans work activities, uses time efficiently, plans for additional resources, integrates changes smoothly, sets goals and objectives, and works in an organized manner.
• Problem Solving – Identifies problems in a timely manner, gathers and analyzes information skillfully, develops alternative solutions, resolves problems in early stages, and works well in group problem solving situations.

Summary of Education, Experience & Certification

• Bachelor’s degree in Human Resources or related field and eight years in human resources with a focus on HR operations and benefits administration; or equivalent combination of education and experience, preferred.
• Minimum of two years of experience as an HR Supervisor, preferred.
• SHRM-CP or SCP, PHR, SPHR certification preferred.
  
  

Required Knowledge, Skills & Abilities

• Proven track record in identifying and implementing continuous improvement initiatives in HR processes.
• Knowledge of federal, state, and local employment laws, especially those related to benefits and retirement plans.
• Demonstrated experience in managing employee benefits programs, including 401(k) administration. Experience with 401(k) recordkeeper change is a plus.
• Proficient in HRIS systems and Microsoft Office Suite.
• Strong communication, problem-solving, and organizational skills.
• Attention to detail and accuracy in HR record-keeping.
• Ability to handle confidential information with discretion.
• Strong leadership and team management skills.
• Proactive approach to problem-solving and continuous improvement.
• Excellent customer service orientation and interpersonal skills.
• Commitment to innovation and improving HR processes for greater efficiency and employee satisfaction.
• Experience managing and executing projects.
• Ability to work well independently and cross-functionally as part of an established team.
• Ability to sit for extended periods of time, use hands to lift and/or move up to 10 pounds, occasionally lift and/or move up to 25 pounds, and have close/color vision ability to adjust focus.
• Ability to travel as required.

The expected WA salary range for this position is between $90,392.00 - $135,558.00 USD. Actual compensation will be determined based on experience, education, location, and other factors permitted by law.