HR Supervisor

Description As the industry's leader in fiber optic interconnects, SENKO is relentlessly pushing the boundaries of technology. Our dynamic and fast-paced environment fosters a culture of creativity and collaboration, where your ideas can thrive. We partner with the world's most renowned technology giants, shaping the future of connectivity together.

At SENKO, you'll be part of a team that's passionate about innovation and dedicated to making a global impact. If you're ready to take your career to the next level and be at the forefront of technological advancements, SENKO is the place for you.

The HR Supervisor is responsible for ensuring the organization maintains compliance with federal, state, and local employment laws while fostering a positive, productive, and legally compliant work environment. This position serves as the primary HR resource for employee relations matters, policy interpretation, and regulatory compliance.

The HR Supervisor partners closely with managers and employees to resolve workplace concerns, mitigate organizational risk, and promote consistent application of company policies and employment practices. This role also supervises HR administrative activities to ensure accurate recordkeeping, regulatory compliance, and process effectiveness.

Duties and Responsibilities include the following. Other duties may be assigned.

• Serve as a link between management and employees by handling questions, interpreting and administering contracts, negotiating insurance renewals and helping resolve work-related problems.
• Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Perform complex staffing duties, including staffing challenges,, refereeing disputes, employee separations, and administering disciplinary procedures.
• Develop and deliver training programs related to workplace conduct, harassment prevention, employee relations, and HR compliance.
• Guide managers on proper documentation practices, employment law requirements, and employee relations best practices.
• Maintain compliance with OSHA, workers' compensation, unemployment claims, and other employment-related regulations.
• Support workforce planning by identifying staffing needs, preparing employment forecasts, and coordinating recruitment, interviewing, and selection activities as needed.
• Plan, direct, supervise, and coordinate the work activities of HR team members subordinates and staff relating to employment, compensation, labor relations, and employee relations.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
• Administer and support compensation, benefits, performance management, and employee development programs.
• Ability to remain calm, objective, and solution-focused when handling workplace conflicts and investigations.
• Strong executive presence and confidence when advising managers on complex employee relations situations.
• Analyze HR data and trends to identify workforce issues, evaluate process effectiveness, and recommend improvements to HR policies and practices.
• Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities.
• Analyze training needs to design employee development, and health and safety programs.
• Support Fiduciary and administrative responsibilities for the 401k and other employee benefit plans.

PM19

Requirements

Skills:

• Sales and Marketing skills for recruitment
• Leadership & Coaching
• Clear Verbal & Written Communication
• Interpersonal Communication
• Professionalism
• Organization & Time Management
• Judgment and Decision Making
• Detail oriented
• Negotiation skills
• Computer Literacy & social media skills
• Complex Problem Solving

Qualifications:

• A bachelor’s degree in Human Resources or equivalent experience.
• 7+ years of progressive HR experience, including 2+ years' experience as an HR Team Leader/Manager.
• Previous talent acquisition or recruiting experience, or strong working knowledge of full-cycle recruiting practices.
• Experience in partnering with senior leaders.
• Strong knowledge of federal and state employment laws and regulations.
• Knowledge of FMLA, ADA, Title VII, FLSA, OSHA, workers' compensation, and employment compliance requirements.
• Strong background in employee relations and conflict resolution.
• Excellent verbal & written communication skills and the ability to influence others are essential.
• Experience mentoring, coaching, and developing HR professionals or team members.
• Ability to maintain confidentiality and exercise sound judgment.
• Excellent organizational, analytical, and problem-solving abilities.
• Proficiency with HRIS systems such as Workday or similar platforms.
• Proficiency in Data entry, MS Office, and computer experience required.
• Ability to travel up to 15%.

Benefits Offered:

• Discretionary Bonus
• Medical
• Dental
• Vision
• Dependent Care FSA
• Voluntary Life, Critical Illness and Accident Insurance
• 401K
• Legal Services
• Pet Insurance
• Financial Wellness
• 12 Paid Company Holidays per calendar year
• 2 Floating Holidays
• PTO
• Sick time
• Educational Assistance Program

EEO Statement:

SENKO Advanced Components, Inc. is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, religious creed, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, protected medical condition as defined by applicable state or local law (such as cancer), reproductive health decision making, genetic information , or any other characteristic protected by applicable federal, state, or local laws and ordinances. SENKO Advanced Components, Inc.’s management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs, and general treatment during employment.

The Company will endeavor to make a reasonable accommodation of an otherwise qualified applicant or employee related to an individual’s: physical or mental disability; sincerely held religious beliefs and practices; needs as a victim of domestic violence, sex offenses, or stalking; needs related to pregnancy, childbirth, or related medical conditions; and/or any other reason required by applicable law, unless doing so would impose an undue hardship upon the Company’s business operations. Any applicant or employee who needs an accommodation to perform the essential functions of the job should contact the Head of Human Resources to request such an accommodation. The individual should specify what accommodation is needed to perform the job and submit supporting documentation explaining the basis for the requested accommodation, to the extent permitted and in accordance with applicable law. The Company will review and analyze the request, including engaging in an interactive process with the employee or applicant, to identify if such an accommodation can be made. The Company will evaluate requested accommodations, and as appropriate identify other possible accommodations, if any. The individual will be notified of the Company’s decision within a reasonable period. The Company treats all medical information submitted as part of the accommodation process in a confidential manner.

Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the Head of Human Resources. The Company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. If employees feel they have been subjected to any such retaliation, they should contact the Head of Human Resources. To ensure our workplace is free of artificial barriers, violation of this policy including any improper retaliatory conduct will lead to discipline, up to and including discharge. All employees must cooperate with all investigations conducted pursuant to this policy.