HR Supervisor
- Posted 2 months ago
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Job Description
We are looking for a strategic and hands-on HR Supervisor to champion our Learning & Development (L&D) pillar. This isn't a role for a passive administrator; we need an HR professional who understands that the bridge between current performance and future success is built through intentional, high-quality development.
As the L&D lead, you will bridge the gap between HR operations and organizational growth, ensuring our workforce is not just compliant, but competitive.
Core Responsibilities
Training Needs Analysis (TNA): Move beyond off-the-shelf solutions. Partner with Department Heads to diagnose skill gaps and design custom learning paths that align with business KPIs.
Program Architecture: Lead the end-to-end lifecycle of training programs—from curriculum design and vendor selection to delivery and post-training reinforcement.
Leadership Development: Build and facilitate Emerging Leader tracks to ensure our internal pipeline is robust and ready for succession.
Compliance & HR Ops: Ensure all mandatory training (Safety, Ethics, DE&I) is 100% compliant while overseeing the administrative side of the HR department to maintain operational excellence.
L&D Analytics: Define and track the Return on Investment (ROI) and Return on Expectations (ROE) for all learning initiatives, providing monthly reports to the executive team.
Cultural Stewardship: Use L&D as a tool to drive employee engagement and reinforce company values across all levels.
The Ideal Profile
Experience: Minimum 5+ years in Human Resources, with at least 2 years in a supervisory or specialist role focused on L&D/Talent Development.
Educational Background: Bachelor's degree in HR, Organizational Development, or Psychology. Professional certifications (e.g., SHRM-SCP, PHR, or CPTD) are highly preferred.
Pedagogical Knowledge: A strong grasp of adult learning theories (e.g., ADDIE model, Bloom's Taxonomy) and how to apply them in a fast-paced corporate environment.
Communication Style: A magnetic communicator. You can present to the C-suite in the morning and lead a workshop for frontline staff in the afternoon.
Tech Stack: Proficiency in LMS administration (e.g., Workday Learning, Cornerstone, or SAP Litmos) and content creation tools.
As the L&D lead, you will bridge the gap between HR operations and organizational growth, ensuring our workforce is not just compliant, but competitive.
Core Responsibilities
Training Needs Analysis (TNA): Move beyond off-the-shelf solutions. Partner with Department Heads to diagnose skill gaps and design custom learning paths that align with business KPIs.
Program Architecture: Lead the end-to-end lifecycle of training programs—from curriculum design and vendor selection to delivery and post-training reinforcement.
Leadership Development: Build and facilitate Emerging Leader tracks to ensure our internal pipeline is robust and ready for succession.
Compliance & HR Ops: Ensure all mandatory training (Safety, Ethics, DE&I) is 100% compliant while overseeing the administrative side of the HR department to maintain operational excellence.
L&D Analytics: Define and track the Return on Investment (ROI) and Return on Expectations (ROE) for all learning initiatives, providing monthly reports to the executive team.
Cultural Stewardship: Use L&D as a tool to drive employee engagement and reinforce company values across all levels.
The Ideal Profile
Experience: Minimum 5+ years in Human Resources, with at least 2 years in a supervisory or specialist role focused on L&D/Talent Development.
Educational Background: Bachelor's degree in HR, Organizational Development, or Psychology. Professional certifications (e.g., SHRM-SCP, PHR, or CPTD) are highly preferred.
Pedagogical Knowledge: A strong grasp of adult learning theories (e.g., ADDIE model, Bloom's Taxonomy) and how to apply them in a fast-paced corporate environment.
Communication Style: A magnetic communicator. You can present to the C-suite in the morning and lead a workshop for frontline staff in the afternoon.
Tech Stack: Proficiency in LMS administration (e.g., Workday Learning, Cornerstone, or SAP Litmos) and content creation tools.
More Info
Key Skills
Bloom’s Taxonomy
ADDIE model
Workday Learning
adult learning theories
SAP Litmos
content creation tools
About Company