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Human Resources Supervisor

Category: Human Resources
Reports To:      

Job Description/Responsibilities
At our firm, the HR supervisor performs personnel management functions relating to recruitment, hiring, training, promotion, compensation, career development, and termination or retirement.  He/she also develops personnel policies, and maintains and updates personnel policy manuals and employee handbooks as necessary.

Qualifications/Skills
This job requires that you use your communication and organization skills to organize and conduct recruiting and employee testing programs; collect ongoing data regarding employee satisfaction; keep managers informed of anti-discrimination regulations and how to comply; conduct new employee orientation and other training and educational programs; administer and keep compensation and benefits packages up-to-date; maintain employees’ personnel files; conduct exit interviews; receive employee complaints and act to resolve them.

Education/Background
Bachelor’s degree in Public or Business Administration, Human Resources Administration, or a related field is required.  Master’s degree in Public or Business Administration is preferred.  Must have at least three years of progressively more responsible experience in all phases of personnel administration, with managerial experience a plus.  Must also be familiar with current laws and regulations regarding employers’ and employees’ rights and privileges, and be able to reconcile differences between employees and their supervisors.

Please send [résumé and salary history/requirements] to:      

Job Description

Human Resources Supervisor

Category: Human Resources
Reports To:      

Job Description
Performs personnel management functions relating to recruitment, hiring, training, promotion, compensation, career development, and termination or retirement.

Qualifications
•	Bachelor’s degree in Public or Business Administration, Human Resources Administration, or a related field is required.

•	Master’s degree in Public or Business Administration is preferred.

•	Must have at least three years of progressively more responsible experience in all phases of personnel administration, with managerial experience a plus.

•	Strong oral and written communication skills are imperative, as well as good organizational ability.

•	Must be familiar with current laws and regulations regarding employers’ and employees’ rights and privileges, and be able to reconcile differences between employees and their supervisors.

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Duties
Percentage
of Job	Exemption
Classification	Duty	Essential Function	
     %	Exempt	Develops personnel policies, and maintains and updates personnel policy manuals and employee handbooks as necessary.	Y / N	
     %	Exempt	Organizes and conducts recruiting and employee testing programs.	Y / N	
     %	Non-Exempt	Collects ongoing data regarding employee satisfaction on wage and salary packages, working conditions, etc.	Y / N	
     %	Exempt	Keeps managers informed of anti-discrimination regulations and how to comply.	Y / N	
     %	Non-Exempt	Conducts new-employee orientation and other training and educational programs on diversity, changes in benefits, etc.	Y / N	
     %	Exempt	Administers and keeps compensation and benefits packages up-to-date.	Y / N	
     %	Non-Exempt	Maintains employees’ personnel files.	Y / N	
     %	Non-Exempt	Conducts exit interviews.	Y / N	
     %	Exempt	Receives employee complaints and acts to resolve them.	Y / N	
     %	Exempt	Utilizes outside resources to monitor issues in employment law and communicates potential changes to upper management.	Y / N	
     %			Y / N	
     %			Y / N	

Exemption Analysis
While this job contains a mix of exempt and non-exempt duties, it is likely that the primary duties involve office work related to management of the company, and demand discretion and independent judgment. It would thus qualify for an Administrative exemption (541.200).

Category Decision
The duties and responsibilities for this position have been analyzed.	
Manager:	Date:	
On that basis, this position has been judged to be        Exempt          Non-Exempt.	

Interview Questions

Human Resources Supervisor

Category: Human Resources
Reports To:      

	What new personnel policies have you initiated at your current job?
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	How have you eased the implementation of an unpopular policy?
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	How do you stay abreast of EEOC and anti-discrimination legislation which affects personnel administration?
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	How extensive is your knowledge of the FMLA, ADA, etc.?
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	An employee comes to you claiming that her supervisor allows others to make fun of her accent.  How would you handle the situation?
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	What steps do you take to resolve a sexual harassment complaint?
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	Evaluate: If the applicant does not have steps to carefully investigate both sides of the story, beware.
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	Describe a typical exit interview you conduct.
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	Evaluate: A human resources supervisor with termination experience should be thorough in tying up loose ends and making the process as smooth as possible.
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	What techniques or tools have you found to be most effective for keeping managers on their toes regarding potential discrimination?
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	How would you go about assessing employees’ satisfaction with, for example, the company health plan?
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	How do you prepare to conduct a hiring interview outside of your department?
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	Tell me about a difficult employee conflict you were called upon to resolve.
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	What experience do you have conducting new-employee orientation?
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	What role do you feel an HR supervisor plays in establishing a company’s long-term goals?
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	What personal and professional goals did you set at your last/current job?
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	What are the qualities of a successful HR supervisor?
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	How do you fit this description, and where do you need to improve?
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Additional Questions
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Overall Impression
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Average Rating
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Your Recommendation
	Hire
	Do Not Hire
	Second Interview
	Need More Information

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Print Name

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Signature

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Date

APPLICANT COMPARISON FORM 

Date:      
	Evaluator:      	
Position:      		

Once you have completed the interview process, transfer the notes and rating tallies you completed to the chart below.

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
1.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
2.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
3.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
4.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
5.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
6.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
7.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
8.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
9.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
10.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Comments:      

Evaluator’s Signature: