HUMAN RESOURCES SUPERVISOR

Mary Cariola Center•City of Rochester, NY

4d•$62,400 - $72,000

About The Position

Mary Cariola Center is seeking a Human Resources Supervisor for internal applicants only. The ideal candidate must be a current Mary Cariola Employee in good standing. This role involves managing and overseeing various HR functions including onboarding, pre-employment compliance, employee relations, compensation administration, and team supervision. The position emphasizes fostering a culture of Diversity, Equity, Access, and Inclusion (DEAI) and ensuring compliance with all relevant regulations and policies.

Requirements

Bachelor's Degree
Minimum of 5 years of experience in HR
Ability to read, write, speak and understand English including interpreting documents such as safety rules and policy and procedure manuals
Must be a current Mary Cariola Employee in good standing

Responsibilities

Manage and oversee all onboarding processes to ensure a consistent and positive new hire experience.
Supervise HR Specialist(s) responsible for coordinating onboarding activities and new hire processing.
Ensure timely completion of onboarding tasks, including documentation, orientation scheduling, and system access.
Partner with internal departments to coordinate onboarding activities and ensure new employee readiness.
Identify and implement improvements to onboarding processes, tools, and workflows.
Monitor onboarding metrics and address service delivery gaps.
Oversee execution of all pre-employment requirements, including background checks, credential verification, reference checks, and employment eligibility documentation.
Ensure compliance with federal, state, and local employment regulations, as well as organizational policies.
Supervise HR Specialist(s) and HR Assistant to ensure accuracy, timeliness, and completeness of compliance-related tasks.
Maintain documentation standards and ensure audit readiness for all onboarding and employment records.
Address and resolve routine and complex compliance issues, escalating as appropriate to the HCM.
Recommend and implement process improvements to strengthen compliance practices.
Serve as a point of contact for supervisors and managers on employee relations matters and workplace concerns.
Provide guidance on performance management, conflict resolution, attendance issues, and corrective/disciplinary actions.
Coach supervisors on appropriate documentation and consistent application of policies.
Conduct initial reviews and fact-finding for employee relations issues and partner with the HCM on complex or escalated matters.
Promote fair, consistent, and compliant employee relations practices across departments.
Identify trends and recommend improvements in employee relations and policy application.
Support the administration of compensation programs, ensuring consistent application of pay practices and organizational guidelines.
Assist in preparing and reviewing offer details to ensure accuracy, internal equity, and alignment with established salary structures.
Partner with the HCM to implement compensation decisions, including new hire offers, internal movements, and pay adjustments.
Provide guidance to managers on compensation-related policies and procedures.
Ensure compensation actions are properly documented and compliant with organizational policies and union agreements where applicable.
Support compensation analysis activities, including data gathering for salary surveys and market benchmarking.
Monitor compensation transactions for accuracy and consistency, identifying and escalating concerns as appropriate.
Directly supervise HR Specialist(s) and HR Assistant, providing coaching, guidance, and day-to-day direction.
Assign and monitor workload to ensure timely and accurate completion of tasks.
Set performance expectations and provide ongoing feedback and development support.
Ensure staff are trained on policies, procedures, and compliance requirements.
Foster a collaborative, team environment.
Collaborate with recruiters and hiring managers to ensure smooth transition from recruitment to onboarding.
Partner with internal departments to support workforce integration and employee experience.
Provide responsive, high-quality HR support to managers and staff.
Escalate complex issues and risks to the HCM as needed.
Track onboarding, compliance, and employee relations metrics.
Identify trends and recommend improvements to processes and service delivery.
Support reporting needs as directed by the HCM.
Participate in implementing system and process enhancements.