HR Systems & Services Supervisor

Traylor Bros. Inc.•Evansville, IN

5d•Onsite

About The Position

The HR Systems & Services Supervisor is an onsite, hands-on working supervisor responsible for performing and leading central HR services and back-office administration. The role ensures accurate, timely, and consistent support for employees and participating business units, supervises an HR Administrator, personally processes employee transactions and system entries, and resolves administrative issues. The supervisor partners with HR Business Partners on HRIS implementation and ongoing administration, and improves service delivery through technology, automation, and clear processes. The position works with HR leadership, HR business partners, the HR Specialist, Payroll, Information Systems, and business leaders while maintaining strict confidentiality. The role oversees employee administration and workflows, including onboarding and new-hire setup for salaried, hourly, and union employees; employee changes, transfers, and relocations; craft employee workflows; orientation logistics; and PTO tracking. It supports HRIS implementation and system administration, including requirements, process mapping, data cleanup and migration validation, testing, training, launch readiness, data quality, troubleshooting, vendor support, configuration changes, and access permissions. The supervisor identifies process improvements and automation opportunities using approved technology and AI tools, maintains HR SharePoint resources, coordinates authorized Active Directory updates, and troubleshoots system and workflow issues. The position also oversees personnel records and retention in OnBase and other approved systems, supports audits and document requests, safeguards confidential information, and ensures approved records-handling and access practices. Additional HR initiatives and special projects may be supported as business needs evolve.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Information Systems, or a related field, or an equivalent combination of education and relevant experience.
Five or more years of relevant HR operations, HRIS, or shared-services experience, including hands-on administrative experience and experience supervising employees or leading an administrative team.
Experience with HRIS implementation or significant system-improvement projects, employee transaction workflows, and data quality management.
Strong project management, analytical, troubleshooting, and communication skills.
Proficiency with Excel and HR systems.
Ability to manage competing priorities, develop team members, and handle highly confidential information.

Nice To Haves

Interest in automation and responsible use of AI.
Experience supporting multiple entities, construction operations, union employees, or joint ventures.

Responsibilities

Supervise, coach, and develop the HR Administrator while sharing day-to-day administrative work; assign responsibilities, manage workloads and coverage, and set expectations for accuracy, responsiveness, and follow-through.
Handle and oversee daily HR service requests and administrative transactions, resolve escalated issues, and coordinate timely handoffs among HR, Payroll, Information Systems, and business units.
Establish standard procedures, service timelines, quality checks, and performance measures; monitor accuracy, turnaround times, and recurring issues.
Clarify administrative ownership and approval requirements while supporting consistent service and approved business-unit and joint-venture requirements.
Perform and oversee onboarding and new-hire setup for salaried, hourly, and union employees, ensuring complete documentation, approved pay information, accurate system entry, and timely coordination with Payroll and other partners.
Process and manage employee status changes, transfers, and relocations, including approvals, records, system updates, and coordination of approved relocation arrangements.
Coordinate craft employee workflows for operating units and joint ventures with project teams, Payroll, and HR leadership.
Coordinate and oversee new-hire orientation scheduling and logistics, including participant communications, materials, presenters, and business units.
Administer PTO tracking processes and oversee balance and status updates, reconciliation, and resolution of discrepancies with Payroll and HR partners.
Assist HR leadership, Information Systems, implementation partners, and business process owners with HRIS implementation work.
Coordinate HRIS requirements, process mapping, data cleanup and migration validation, testing, user training, and launch readiness; escalate decisions, risks, and resource needs.
Perform and oversee ongoing HR system administration, data quality, troubleshooting, and vendor support; coordinate approved configuration changes and access permissions.
Identify and implement opportunities to simplify HR administration, reduce manual work, and automate workflows using approved technology and AI tools.
Partner with Information Systems to evaluate solutions, validate outputs, protect sensitive information, and maintain human review and approval controls.
Maintain HR SharePoint content, forms, process resources, and service information so employees and internal partners can access current materials.
Coordinate authorized Active Directory updates with Information Systems to reflect employee changes accurately and promptly.
Troubleshoot system and workflow issues, identify root causes, coordinate lasting solutions, and maintain procedures and user training resources.
Perform and oversee personnel filing and record retention in OnBase and other approved systems, ensuring records are complete, organized, accessible, and appropriately secured.
Maintain administrative controls and support audits, document requests, and reconciliation of employee information across systems.
Protect confidential employee, compensation, and company information and limit access and disclosure to authorized business needs.
Ensure the team follows approved retention, secure-handling, and access practices; promptly escalate suspected data errors, privacy concerns, or compliance issues.
Support additional HR initiatives and special projects as business needs evolve.