At Franklin Electric, Human Resources plays a critical role in supporting business operations, strengthening employee experience, and ensuring consistent, compliant people practices. The Human Resources Supervisor leads day-to-day HR operations for assigned Energy Systems locations and owns select segment-wide programs, translating business priorities into practical HR solutions that support workforce readiness, engagement, and organizational effectiveness. This role serves as the primary owner of key employee lifecycle processes, including recruiting, onboarding, leave administration, time and attendance, compliance and training administration, employee relations, performance support, engagement, and offboarding. In addition to location support, the Human Resources Supervisor provides functional leadership for assigned Energy segment programs, sets priorities, makes routine operational decisions within company policy, monitors service quality and results, and drives consistent execution across locations. Key Responsibilities • Provides ownership, direction, and accountability for HR operations and employee lifecycle processes across assigned locations. • Leads all Energy segment responsibilities for leave administration, recruiting, and employee engagement, establishing consistent practices, service expectations, and measures of effectiveness. • Partners with leaders on workforce planning, staffing priorities, organizational needs, retention risks, and succession or talent pipeline considerations. • Owns full-cycle recruiting for all roles and provides segment-level coordination, including intake meetings, sourcing strategy, interview process quality, selection guidance, offers, and recruiting metrics. • Oversee leave and accommodation administration for all Energy segment, coordinating with employees, leaders, payroll, benefits partners, and third-party administrators to support timely and compliant case management. • Establishes and manages training compliance tracking, metrics, and reporting for the Energy segment; partners with leaders to address gaps and maintains documentation necessary to demonstrate compliance during ISO audits. • Develops and executes employee engagement and retention initiatives, using feedback, workforce trends, and business needs to recommend practical actions and monitor progress. • Provides guidance on performance management, talent development, corrective action, and employee relations matters, ensuring consistent policy application, sound judgment, documentation, and appropriate escalation. • Leads workplace investigations and supports employee separations in partnership with HR leadership and Legal, as appropriate. • Oversee all onboarding, offboarding, time and attendance, required training, and other employee lifecycle activities to ensure consistent and effective employee experience. • Ensures accuracy, integrity, confidentiality, and compliance of employee records, HR transactions, reporting, and HRIS data. • Maintains accountability for employment-law and company-policy compliance; supports audits, required postings, reporting, policy implementation, and corrective actions. • Creates and monitors HR metrics and dashboards for recruiting, leave, engagement, turnover, attendance, training, and service delivery; identifies trends, risks, and recommended actions for leaders. • Drives continuous improvement and standardization of HR processes, tools, communications, and self-service resources to improve efficiency and employee and manager experience. • Leads or supports segment HR projects, change-management activities, and business integrations, coordinating stakeholders, timelines, communications, and implementation follow-through. • Provides day-to-day direction, coaching, and coordination to team members or process partners, as assigned, and reinforces clear ownership and accountability. • Builds effective partnerships across locations and functions and communicates concise, decision-ready updates on priorities, risks, and outcomes. • Delivers responsive, high-quality HR support while fostering a positive, respectful, and compliant workplace culture. Skills Knowledge and Expertise • Bachelor’s degree in human resources, business administration, or a related field 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. • Experience supporting manufacturing, operations, multi-site, or matrixed environments preferred. • Prior leadership, supervisory, project leadership, or functional process ownership experience preferred. • Ability to manage competing priorities, exercise judgment, influence leaders, and drive consistent execution across locations. • Experience using HRIS and applicant tracking systems and applying HR data and metrics to identify trends and support decisions. • Strong working knowledge of employment laws, HR compliance requirements, and HR best practices. • Strong written, verbal, facilitation, and interpersonal communication skills. • SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.