HRIS and Benefits Supervisor

MOUNT FRANKLIN FOODS LLC•El Paso, TX

About The Position

The HRIS & Compensation Supervisor is responsible for overseeing the administration, optimization, and integrity of the company’s Human Resources Information Systems (HRIS), while also supervising administration, and compliance of compensation and benefit programs across the organization. This position is responsible for accurately processing and administering the company’s payroll on a regular schedule, ensuring timely payment to employees, compliance with payroll-related regulations, and proper maintenance of payroll records. This role ensures accurate data management, efficient HR technology functionality, and the consistent application of policies across all manufacturing sites and corporate functions. The supervisor works closely with HR, IT, Finance, and leadership teams to drive process improvements, enhance system capability, and maintain compliance with relevant laws and policies.

Requirements

Bachelor’s degree in human resources, Business Administration, Information Systems, or related field.
3–5 years of experience in HRIS administration, compensation analysis, or a related HR functional area.
Strong understanding of HR systems, data structures, reporting tools, and compensation fundamentals.
Proficiency with HRIS platforms (e.g., UKG, Workday, SAP SuccessFactors, ADP) and advanced Excel skills.
Knowledge of regulatory requirements including FLSA, EEO, ACA, ERISA, and relevant state laws.
Analytical Thinking: Uses data and logic to identify trends, resolve issues, and recommend solutions.
Confidentiality & Integrity: Handles sensitive employee information with the highest professionalism.
Collaboration: Works effectively with HR, IT, Finance, and business leaders across locations.
Adaptability: Adjusts to evolving business needs, system changes, and organizational priorities.
Accountability: Delivers accurate, timely work while maintaining compliance standards.
Technical Skills Strong proficiency in HRIS platforms, including configuration, reporting, and system administration.
Advanced Microsoft Excel skills (pivot tables, formulas, VLOOKUP/XLOOKUP, data modeling).
Experience with market pricing tools and salary survey platforms.
Strong understanding of HR reporting, data governance, and auditing practices.
Knowledge of compensation principles: job evaluations, pay structures, benchmarking, and compliance.
Soft Skills Excellent verbal and written communication skills.
Strong customer service mindset with ability to support internal stakeholders.
Detail‑oriented with strong organizational and time‑management skills.
Ability to lead small teams and influence cross‑functional partners.
Critical thinking and problem‑solving abilities.
Physical Ability to work in an office environment using standard office equipment.
Extended periods of sitting, computer work, and reviewing digital or printed documents.
Behavioral Demonstrates professionalism, confidentiality, and ethical conduct always.
Maintains a proactive, solution‑oriented approach to technical and analytical challenges.
Performs well under pressure with competing deadlines in a fast‑paced environment.
Shows initiative, resourcefulness, and a commitment to continuous improvement.
Works independently and collaboratively to support organizational goals.

Nice To Haves

Experience in a manufacturing, industrial, or multi‑site corporate environment strongly preferred.
Professional certification (e.g., CCP, HRIP, SHRM‑CP, PHR) preferred.
Occasional travel to manufacturing sites as business needs require.

Responsibilities

Oversee daily HRIS operations, ensuring data accuracy, system integrity, and user access management.
Lead configuration, testing, and implementation of system enhancements, upgrades, and new modules.
Develop and maintain HR dashboards, metrics, and reporting tools for HR and executive leadership.
Manage compensation programs including job evaluations, salary benchmarking, market pricing, and pay structure maintenance.
Support annual compensation cycles including merit increases, bonus programs, and wage structure reviews.
Partner with IT and HR teams to troubleshoot system issues and improve system performance.
Maintain data governance and ensure compliance with HR policies, internal controls, and legal requirements.
Train HR staff and managers on HRIS functionality, reporting tools, and compensation processes.
Develop and document HRIS procedures, workflows, and compensation policies.
Lead or participate in cross‑functional projects that enhance HR processes, employee experience, and HR technology efficiency.
Administer and maintain corporate compensation and benefits programs, ensuring accuracy, compliance, and alignment with company policies.
Conduct market analyses, salary benchmarking, and job evaluations to maintain competitive and equitable pay structures.
Support annual compensation cycles, including salary reviews, bonus programs, and merit processes.
Oversee benefits administration, open enrollment processes, vendor coordination, and employee education efforts.
Prepare regular reporting and analytics to support decision‑making for HR and executive leadership.
Provide guidance and training to HR partners and managers on compensation practices, policies, and procedures.
Lead or participate in continuous improvement initiatives that enhance program effectiveness and employee experience.
Address employee inquiries related to compensation or benefits with professionalism and accuracy.
Process biweekly payroll, ensuring accuracy of hours, earnings, deductions, and taxes.
Maintain payroll records and ensure confidentiality of employee information.
Process new hires, terminations, pay adjustments, and employee status changes in the payroll system.
Reconcile payroll reports and support month-end and year-end processes (W-2s, audits, etc.).
Respond to employee inquiries regarding pay, deductions, or payroll policies.
Ensure compliance with federal, state, and local payroll regulations.
Collaborate with HR and Finance to support reporting needs and improve payroll processes.
Work with third-party vendors regarding retirement plans, garnishments, and benefits deductions.