Human Resource Supervisor

Role Purpose
The HR Supervisor is responsible for building and maintaining an effective workforce by ensuring the company attracts, develops, engages, and retains the right people while maintaining compliance, accountability, and strong organizational culture.

The role exists to ensure that Human Resources contributes directly to business performance by improving employee productivity, strengthening leadership capability, reducing people-related risk, supporting employee development, and creating systems that enable the company to grow sustainably.

This role is responsible for driving workforce effectiveness, organizational performance and culture through people, processes, and accountability.

CORE OUTCOMES (PRIMARY KPIs)
The HR Supervisor will be evaluated on their ability to consistently deliver the following outcomes:
1. Positions Filled Within Target Timeframes
• Vacancies are filled efficiently with qualified candidates.
• Recruitment pipeline remains active and effective.
2. Employee Retention & Stability
• Voluntary turnover remains within acceptable targets.
• New hires successfully complete probation periods.
3. Workforce Compliance & HR Administration
• Personnel records remain accurate and up to date.
• Payroll inputs are accurate and submitted on time.
• HR documentation remains compliant and audit-ready.
4. Employee Performance & Accountability
• Performance reviews are completed on schedule.
• Supervisors actively manage performance.
• Performance issues are addressed promptly.
5. Employee Engagement & Workplace Culture
• Employee concerns are addressed professionally.
• Employee engagement initiatives are implemented.
• Positive workplace culture is strengthened.
6. Training & Employee Development
• Training plans are kept current and implemented.
• Employee development activities are coordinated.
• Skills gaps are identified and addressed.
7. HR Systems & Process Improvement
• HR processes are documented and improved.
• Policies remain current and effective.
• Administrative efficiency improves over time.

KEY RESPONSIBILITIES
Recruitment & Talent Acquisition
• Manage the end-to-end recruitment process.
• Develop and maintain talent pipelines.
• Coordinate interviews and candidate assessments.
• Conduct reference and background checks.
• Prepare offers and onboarding documentation.
• Monitor recruitment effectiveness and time-to-fill metrics.

Onboarding & Employee Integration
• Coordinate onboarding activities.
• Conduct employee orientation.
• Ensure all required employment documentation is completed.
• Monitor probationary employees.
• Support successful integration of new hires.

Employee Relations & Culture
• Serve as the primary point of contact for employee concerns.
• Support conflict resolution and workplace investigations.
• Promote fairness, consistency, and professionalism.
• Coordinate employee engagement initiatives.
• Conduct exit interviews and identify trends.

Performance Management
• Coordinate performance review processes.
• Support supervisors in setting expectations and managing performance.
• Facilitate Performance Improvement Plans where required.
• Monitor completion of performance evaluations.
• Assist management in succession and development planning.

Training & Development
• Identify training needs across departments.
• Coordinate internal and external training programs.
• Maintain training records.
• Support employee growth and career development initiatives.
• Assist with leadership development activities.
HR Administration & Compliance
• Maintain accurate employee records.
• Ensure personnel files remain complete and current.
• Manage leave tracking and attendance records.
• Coordinate payroll inputs and statutory deductions.
• Prepare HR reports and management information.
• Ensure compliance with labour laws and company policies.

Policy & Process Development
• Develop and update HR policies and procedures.
• Maintain employee handbook content.
• Improve HR systems and workflows.
• Create documentation and standard operating procedures where needed.
• Ensure consistency in policy application across the company.

Leadership Support
• Provide HR guidance to supervisors and managers.
• Assist leadership with workforce planning decisions.
• Identify people-related risks and opportunities.
• Provide HR metrics and recommendations to management.
• Support organizational change initiatives.

PERFORMANCE EXPECTATIONS
The HR Supervisor is measured on outcomes, not activity.
Success is demonstrated through:
• Reduced turnover.
• Stronger employee performance.
• Faster recruitment.
• Improved compliance.
• Better employee engagement.
• Accurate HR administration.
• Improved workforce capability.

The role is expected to proactively identify issues, recommend solutions, and drive continuous improvement.

QUALIFICATIONS
• Degree or Diploma in Human Resources, Business Administration, Management, or related field.
• Minimum 3 years experience in Human Resources.
• Working knowledge of Guyana labour laws and HR best practices.
• Experience supporting recruitment, employee relations, and performance management activities.
• Strong administrative and organizational skills.

CORE COMPETENCIES
1. Employee Relations & Conflict Resolution
2. Recruitment & Talent Acquisition
3. Performance Management
4. Communication & Influence
5. Leadership & Coaching
6. Organization & Attention to Detail
7. Problem Solving & Decision Making
8. HR Compliance & Confidentiality
9. Process Improvement
10. Business & Commercial Awareness