Human Resource Supervisor
No salary listed
Senior
Bachelor's
Madison, WI, USA
In Person
People & HRHR Generalist & Employee Relations
About the job
Requirements
- A bachelor's degree in human resources, business administration, or a related field is required; equivalent relevant experience may be considered in accordance with company practice.
- Five or more years of progressive human resources experience, including ownership of multiple HR processes.
- Demonstrated experience in employee relations, recruiting, leave or accommodation administration, and performance management.
- Ability to manage competing priorities, exercise judgment, influence leaders, and drive consistent execution across locations.
- Experience using human resources information systems and applicant tracking systems and applying HR data and metrics to identify trends and support decisions.
- Strong working knowledge of employment laws, human resources compliance requirements, and human resources best practices.
- Strong written, verbal, facilitation, and interpersonal communication skills.
Responsibilities
- Lead day-to-day human resources operations for assigned Energy Systems locations and own select segment-wide programs, translating business priorities into practical solutions that support workforce readiness, engagement, and organizational effectiveness.
- Own key employee lifecycle processes, including recruiting, onboarding, leave administration, time and attendance, compliance and training administration, employee relations, performance support, engagement, and offboarding.
- Provide ownership, direction, and accountability for human resources operations and employee lifecycle processes across assigned locations.
- Lead Energy segment responsibilities for leave administration, recruiting, and employee engagement by establishing consistent practices, service expectations, and measures of effectiveness.
- Partner with leaders on workforce planning, staffing priorities, organizational needs, retention risks, and succession or talent pipeline considerations.
- Own full-cycle recruiting for all roles and provide segment-level coordination, including intake meetings, sourcing strategy, interview process quality, selection guidance, offers, and recruiting metrics.
- Oversee leave and accommodation administration across the Energy segment, coordinating with employees, leaders, payroll, benefits partners, and third-party administrators to support timely and compliant case management.
- Establish and manage training compliance tracking, metrics, and reporting for the Energy segment; partner with leaders to address gaps and maintain documentation necessary to demonstrate compliance during ISO audits.
- Develop and execute employee engagement and retention initiatives, using feedback, workforce trends, and business needs to recommend practical actions and monitor progress.
- Provide guidance on performance management, talent development, corrective action, and employee relations matters, ensuring consistent policy application, sound judgment, documentation, and appropriate escalation.
- Lead workplace investigations and support employee separations in partnership with human resources leadership and Legal, as appropriate.
- Oversee onboarding, offboarding, time and attendance, required training, and other employee lifecycle activities to ensure a consistent and effective employee experience.
- Ensure the accuracy, integrity, confidentiality, and compliance of employee records, HR transactions, reporting, and HRIS data.
- Maintain accountability for employment-law and company-policy compliance; support audits, required postings, reporting, policy implementation, and corrective actions.
- Create and monitor human resources metrics and dashboards for recruiting, leave, engagement, turnover, attendance, training, and service delivery; identify trends, risks, and recommended actions for leaders.
- Drive continuous improvement and standardization of human resources processes, tools, communications, and self-service resources to improve efficiency and employee and manager experience.
- Lead or support segment human resources projects, change-management activities, and business integrations, coordinating stakeholders, timelines, communications, and implementation follow-through.
- Provide day-to-day direction, coaching, and coordination to team members or process partners, as assigned, and reinforce clear ownership and accountability.
- Build effective partnerships across locations and functions and communicate concise, decision-ready updates on priorities, risks, and outcomes.
- Deliver responsive, high-quality human resources support while fostering a positive, respectful, and compliant workplace culture.
Desired Qualifications
- Experience supporting manufacturing, operations, multi-site, or matrixed environments.
- Prior leadership, supervisory, project leadership, or functional process ownership experience.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
About the company
Franklin Electric designs and distributes systems that move and manage water, fuel, and electricity, offering motors, pumps, drives, controls, and related equipment through a global network of facilities and distributors. Its products are built to provide reliable pumping, power transmission, and fluid handling for water supply, fuel delivery, and electrical applications. The company combines integrated hardware and subsystems with customer-ready support so facilities can install efficient water, fuel, and electrical systems. Its goal is to be a global leader in moving and managing water, fuel, and electricity by delivering dependable products and worldwide service.
Company Size
1,001-5,000
Company Stage
IPO
Headquarters
Fort Wayne, Indiana
Founded
1944
Get referred to Franklin Electric
See people who can refer or advise you
Simplify's Take
What believers are saying
- Second-quarter 2026 sales rose 6% to $622.9 million, and adjusted EPS hit $1.55.
- Management raised 2026 guidance to $2.21-$2.29 billion sales and $4.50-$4.70 EPS.
- New products generated over $10 million in Q2 sales, with data-center wins expanding.
What critics are saying
- Energy Systems absorbed a $4.5 million legal settlement in Q2 2026.
- Tariffs, inflation, and softer Europe and South America demand squeezed margins in 2026.
- The Cat Pumps earnout pays stock through 2028, adding dilution and integration risk.
What makes Franklin Electric unique
- Franklin Electric's September 4, 2026 Cat Pumps deal adds high-pressure, aftermarket-heavy flow control.
- Cat Pumps brought $115 million revenue and $45 million EBITDA in 2025.
- Joe Ruzynski's 2027 investor day promises refreshed midterm guidance and long-term value creation.
Help us improve and share your feedback! Did you find this helpful?
Benefits
- Health Insurance
- Dental Insurance
- Vision Insurance
- Life Insurance
- Disability Insurance
- 401(k) Retirement Plan
- 401(k) Company Match
- Hybrid Work Options
- Paid Vacation
- Paid Holidays
- Parental Leave
- Fertility Treatment Support