Supervisor, HR (Compensation & HRIS)

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Supervisor, Human Resources (Compensation and HRIS)

General Summary
The HR Supervisor is responsible for overseeing compensation administration, HRIS management, workforce analytics, and HR operational processes. This role ensures data integrity, supports compensation programs, generates actionable workforce insights, and partners with HR and business leaders to drive informed talent decisions. The position also provides general HR support while ensuring compliance with company policies and local labor regulations.

Duties & Responsibilities
Compensation and Benefits:
•    Support salary review, merit increase, and market benchmarking processes.
•    Conduct compensation analysis to ensure internal equity and market competitiveness.
•    Support incentive and bonus administration processes.
•    Partner with HR leaders on headcount and labor cost analysis.
•    Prepare compensation-related reports 
•    Assist in benefits administration and employee inquiries related to compensation programs.

HRIS Management:
•    Maintain employee data accuracy and system integrity.
•    Manage employee lifecycle transactions within HR systems.
•    Support system audits, testing, and process improvements.
•    Develop and maintain HR dashboards and KPI reporting.
•    Collaborate with global HRIS teams on system enhancements and implementations

Workforce Analytics & Reporting
•    Analyze workforce trends including turnover, absenteeism and headcount.
•    Develop executive-level reports and presentations.
•    Create predictive and trend analysis to support decision-making.

HR Operations
•    Supervise HR administrative processes and employee data transactions.
•    Support employee engagement activities as needed.

Continuous Improvement
•    Identify opportunities to streamline HR processes through automation and technology.
•    Lead or participate in Lean, Six Sigma, or process improvement initiatives.
•    Implement best practices related to HR data management and reporting.

Accountability / Impact
Ensures company processes are in compliance with Human Resources policies.

Competencies
2. Action Oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
31. Situational Adaptability: Adapting approach and demeanor in real time to match the shifting demands of different situations.
11. Customer Focus: Building strong customer relationships and delivering customer-centric solutions.
7.- Communicates Effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.
6. Collaborates: Building partnerships and working collaboratively with others to meet shared objectives.
30. Self-Development: Actively seeking new ways to grow and be challenged using both formal and informal development channels.

Required Qualifications for Consideration
•    Bachelor’s degree in Human Resources, Business Administration, Finance, or related field.
•    5+ years of Human Resources experience.
•    Minimum of 2-3 years of experience in Compensation, HR Analytics, HRIS Administration.
•    Proficient in English language (+80% written and spoken).

Technical Skills
•    Microsoft Excel (Pivot tables, Power Query, XLOOKUP, dashboards).
•    HRIS platforms (SAP SuccessFactors) – desirable.
•    Workforce analytics and reporting.
•    Compensation analysis and salary benchmarking (WTW methodology) - preferred.
•    Data visualization tools (Power BI) – preferred.

Required Skills
•    HR compliance and auditing.
•    Benefits administration.
•    Data analytics.
•    HR metrics & reporting.
•    HR Systems administration.
•    Process improvement.
•    Team leadership.
•    Change management.
•    Problem solving.

Behavioral skills required
•    Attention to detail.
•    Confidentiality.
•    Customer docus.
•    Communication skills.
•    Business partnership.
•    Continuous learning.

Success Metrics
•    HRIS data accuracy ≥ 99%.
•    Compensation actions completed on time.
•    Weekly workforce dashboard delivery.
•    Headcount reconciliation accuracy.
•    HR audit findings reduction.
•    Employee transaction compliance.
•    Reporting turnaround time.
•    Process automation improvements.

Desirable Qualifications Job Specifications
•    Experience within a manufacturing environment.
•    Experience supporting multiple sites and/or regions.

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Why CommScope:

CommScope is on a quest to deliver connectivity that empowers how we live, work, and learn. Our employees push the boundaries of communications technology that enables game-changing discoveries like 5G, the Internet of Things, and gigabit speeds for everyone, everywhere. With our unmatched expertise in copper, fiber, and wireless infrastructure, our global clients rely on us to outperform today and be ready for the needs of tomorrow. 

If you want to grow your career alongside bright, passionate, and caring people who strive to create what's next…..come connect to your future at CommScope.

CommScope is an Equal Opportunity Employer (EEO), including people with disabilities and veterans. If you are seeking an accommodation for the application or interview process, please contact us to submit your request at talentacquisition@commscope.com. You can also learn more about CommScope’s accommodation process and EEO policy at https://jobs.commscope.com/eeo 

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