What are the responsibilities and job description for the Supervisor, Human Resources - Admin position at Reiter Affiliated Companies?
The Supervisor, Human Resources – Admin reports to the Director, Human Resources – Operations and is responsible for ensuring RAC maintains a compliant, engaging, and data-driven workplace. This role will supervise compliance training programs, support employee relations matters, support employee engagement strategies, and ensure accurate and secure administration of employee data within the HRIS system. This position collaborates with the People Business Partners from the different districts, HR leadership, and cross-functional teams to align programs with organizational goals. The Supervisor, Human Resources - Admin serves as a trusted partner to employees and managers, ensuring Corporate HR practices align with RAC’s mission, vision, values, and Great Workplace strategies across the Business Unit.
Job Contributions and Key Responsibilities
Supervise Staff
- Supervise HR Team in support of Business Unit admin needs.
- Monitor team's work activity in support of goals, objectives and assignments.
- Provide staff direction and coaching, may participate in providing input related to performance evaluation and succession planning process.
Human Resources Management and Administration
- Employee Information / Records
- Maintain accurate employee records in the HRIS system (Oracle HCM).
- Ensure data integrity, accuracy, and compliance with privacy regulations.
- Partner with IT/HRIS teams to troubleshoot system issues and support system enhancements.
- Ensure employees’ records documentation follows legal requirements.
- Oversee creation of e-mails and system set-up for new hires.
- Administer background check system functionality and processes.
- Oversee the filing function, ensuring employee files and documentation are in compliance with applicable legal requirements.
- Administer Employee Data Management to include Paper and electronic records, HRIS employee data, HR administrative forms, Employee verification letters, EDD and other correspondence.
- Oversee seating layout for corporate offices and district offices by partnering closely with other districts’ leadership for admin seating.
- Verifications of employment.
- Handle employee related correspondence.
Information Reporting
- Generate reports to support decision-making as needed - such as employee demographics, new hire, headcount, turnover, retention, absenteeism, active no hours, training completion, etc.
- Maintain Exit Interviews Reporting Results.
- Compliance Policies and Procedures
- Ensure employee handbooks are literacy competent, compliant with applicable labor laws, and updated on an annual basis.
- May recommend new approaches, policies, and procedures that result in continuous improvements.
- Coordinate, track and facilitate mandatory compliance training programs (e.g., workplace safety, code of conduct, harassment prevention, labor law requirements).
- Ensure training programs are up to date with federal, state, and local regulations.
- Partner with legal and HR Director to monitor and respond to regulatory changes.
- Maintain documentation and audit readiness for compliance-related activities.
- Support HR projects, audits, and continuous improvement initiatives.
- Collaborates with Payroll, Benefits manager, WC Manager and DHS team to support employee inquiries and projects that overlap.
Employee Relations
- Serve as a point of contact for employee concerns, providing guidance consistent with company policy and legal requirements.
- Collaborate with HR Director to assist with employee relations investigations, disciplinary meetings, performance improvement plans by following Employee Relations Best Practices and our Disciplinary Corrective Action Guidelines program.
- Collaborate with Manager / HR Director to effectively resolve employee complaints and investigations; effectively resolve employee relations issues.
- Support managers on handling workplace issues fairly and consistently in line with our policies and values.
- Track trends in employee relations to identify proactive solutions.
- Stays current with employment law updates and labor laws.
Employee Life Cycle and Performance Management
- Monitor and ensure HRIS System (PeopleConnect) meets the requirements of supporting the Employee Life Cycle.
- Administer and implement the New Hire Learning Plan (NHLP), by ensuring managers complete this process with new hires.
- Administer the new employee 60 Day Performance Reviews.
- Conduct new hire onboarding and orientation processes.
- Responsible for the offboarding, and HR lifecycle processes as needed to include exit interviews.
- Responsible for partnering with HR Director to provide support to managers on Position Eliminations, Terminations for Cause, Job Abandonment and Voluntary Quits.
- Update and complete Paperwork, training to management and supervisors to ensure appropriate terminations processes are followed.
- Collaborate with managers on the PIP and coaching exercises.
- Responsible for coaching and guidance to managers regarding disciplinary action.
- Report on reasons for separation of employment, voluntary quits, etc.
Employee and Community Engagement
- Support the implementation of employee engagement initiatives (e.g., Our Voices Survey, recognition programs, wellbeing strategies).
- Leads the local Great Workplace (GWP) committees across the districts and ensures initiatives of employee engagement events are organized to include local district luncheons, district activities and creation of US calendars.
- Partner with HR leadership to analyze survey results and drive action planning at the team/district level with the collaboration of the Great Workplace Committees.
- In collaboration with the GWP Committees, Coordinate events, communications, and recognition activities that reinforce RAC’s culture and values.
- Collect feedback and propose new strategies to strengthen employee experience.
- Maintain a Corporate HR webpage on the intranet by ensuring it is updated with all applicable updated information.
- Collaborates with district PBPs and PBSA community engagement events in the Business Unit by coordinating multiple events throughout the year linked to our philanthropy initiatives in the community.
- Responsible for administration and implementation of Global programs such as: RAC Stars, years or service program, Live our Values, Our voices Survey, Spot Awards, etc.
Other
Other duties as assigned
Knowlegde, Skills and Abilities
- Knowledge of employment-related laws and regulations.
- Understands other perspectives - Works through conflict effectively and positively.
- Commitment toward accomplishing goals.
- Actively participates in and supports a collaborative team environment.
- Demonstrate resilience in setbacks.
- Strong communication skills include written, verbal, listening, and presentation.
- Excellent interpersonal skills; professional and diplomatic demeanor.
- Proficient with Microsoft Office Suite, or related software.
- Attention to detail and ability to prioritize work and manage multiple projects; time management skills.
- Ability to create new ideas.
- Flexibility in working through changing expectations.
- Exercise good judgment and professional maturity.
- Ability to build rapport with colleagues and management.
- Strong consulting, problem solving skills.
- A willingness to ask questions rather than just follow directions is required.
- Compliance Knowledge: Understanding of federal and state labor laws, workplace training standards, and HR compliance best practices.
- Employee Relations Skills: Ability to resolve issues fairly, confidentially, and in alignment with company values.
- HRIS Proficiency: Skilled in data entry, reporting, and system troubleshooting.
- Employee Engagement Focus: Ability to design and support initiatives that build morale, trust, and retention.
- Communication & Influence: Strong written/verbal communication skills with the ability to coach managers and influence outcomes.
- Analytical Skills: Comfortable with data analysis, identifying trends, and preparing reports.
- Cultural Alignment: Commitment to RAC’s mission, vision, values, and Great Workplace strategy.
Education Level: Bachelor's Degree preferred or combined experience and education.
Field/s of Education:
- Human Resources.
Business Administration
Years of Experience:
- 3-5 years’ experience in Human Resources preferred / related field considered. Working knowledge of farming industry; experience in diverse cultural orientation
Specializations, Certifications and Specific Experience :
- Professional certification is strongly preferred: HRCI / PHR. PHR-CA, SHRM: SHRM-CP or SHRM-SCP.
Licenses : If driving is a necessary part of a job employees are required to possess a valid driver’s license.
Languages:
- English & Spanish: >95%
Necessary Software:
- Microsoft Office Suite .
Travel Requirements:
- Ability to travel 40% of the time - domestic and across the different districts in the BU.
Pay Scale: $69,500 - $74,000
Salary : $69,500 - $74,000