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Human resources supervisor skills for your resume and career

Updated January 8, 2025

7 min read

Quoted experts

Dr. Vinh Nguyen Ph.D.,

J. Adam Shoemaker Ph.D.

Human resources supervisor example skills

Below we've compiled a list of the most critical human resources supervisor skills. We ranked the top skills for human resources supervisors based on the percentage of resumes they appeared on. For example, 21.7% of human resources supervisor resumes contained customer service as a skill. Continue reading to find out what skills a human resources supervisor needs to be successful in the workplace.

15 human resources supervisor skills for your resume and career

1. Customer Service

Customer service is the process of offering assistance to all the current and potential customers -- answering questions, fixing problems, and providing excellent service. The main goal of customer service is to build a strong relationship with the customers so that they keep coming back for more business.

Here's how human resources supervisors use customer service:

Performed customer service management producing excellent results in sales, purchasing and receiving, customer relations, and effective problem resolutions.
Developed organizational based personnel procedures for customer service, annual leave, promotions, developmental counseling of employees and military pay.

2. State Laws

Here's how human resources supervisors use state laws:

Assure consistent application of HR policies, practices, procedures and compliance with federal and state laws and regulations.
Process new and existing associate's HR task as necessary according to state laws and company policies.

3. Payroll Processing

Here's how human resources supervisors use payroll processing:

Managed Human Resources Information System, administered benefits, and payroll processing.
Completed ADP in-house payroll processing and troubleshooting for 300+ staff; coordinated weekly staff schedules and resolved any scheduling conflicts.

4. Personnel Actions

A personnel action means any action taken which affects compensation, appointment, promotion, transfer, assignment, reassignment, reinstatement, evaluation of performance, layoff, dismissal, discipline, commendations, or any other action that affects the status of employment, etc. For example organizational reassignment, hiring an employee, or an employee leaving the company, are represented by separate personnel actions.

Here's how human resources supervisors use personnel actions:

Analyzed problems and reviewed consolidated reports, statistics, applications, and prepares recommendations for personnel actions to higher headquarters.
Provided administrative assessment and assistance for personnel actions to include personnel accountability, finance, training, and performance evaluations.

5. HRIS

Here's how human resources supervisors use hris:

Trained 20 managers and supervisors on the HRIS database providing an understanding of documentation requirements and better construction of goals/objectives.
Implemented HRIS system and Timekeeping system to initiate strategic systems upgrade for improved efficiency.

6. ISO

Here's how human resources supervisors use iso:

Assisted Human Resources with ISO 9000 certification / Quality Management System implementation.
Audit the training and development system and recommend changes be implemented to make the process clear and documented for ISO standards.

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7. Performance Management

Here's how human resources supervisors use performance management:

Developed and implemented Performance Management Program
Consult with managers on performance management - including drafting documentation, assuring consistency, recommending appropriate course of action.

8. EEO

Here's how human resources supervisors use eeo:

Conducted EEO training and disciplinary investigations for area facilities.
Experienced in employee relations, EEO and NLRA standards and ensure compliance with personal personnel filing, HR generalist workplace issues.

9. Disciplinary Procedures

Disciplinary procedures deal with improper conduct and other related issues in an office or work environment. It is a set of rules, actions, and policies that an employer can take to deal with disciplinary problems. These procedures are a more formal way to deal with an employee who has been having issues relating to their behavior, work quality, or office leaves.

Here's how human resources supervisors use disciplinary procedures:

Perform difficult staffing duties, including dealing with understanding, handling dispute resolution, terminating employees and administrator's disciplinary procedures.
Supported employee/employer relations through an open-door relationship, refereeing disputes, investigating claims, disciplinary procedures, and employee terminations.

10. PowerPoint

Here's how human resources supervisors use powerpoint:

Produced a Microsoft Excel and PowerPoint system that improved HR efficiency levels by providing accurate personnel administration.
Created PowerPoint presentations; professionally briefed executive management on a regular basis.

11. FMLA

Here's how human resources supervisors use fmla:

Leave of Absence Administration, such as ADA, FMLA, CFRA, PDL, Workers Compensation, and Disability claims.
Provided assistance with benefit plans including FMLA, LOA, Military Leave, HSA/FSA, COBRA, 401 k and retirement.

12. Training Programs

Here's how human resources supervisors use training programs:

Facilitate training programs both domestically and internationally related to safety, and particularly leadership skills as appropriate to develop individual capabilities.
Designed and formulated training programs and determined appropriate instructional methods, utilizing individual training, group instruction, demonstration and workshops.

13. Workers Compensation

Here's how human resources supervisors use workers compensation:

Administered medical, life, disability, workers compensation, retirement savings benefit programs and communicated information regarding programs to employees.
Conducted safety audits for compliance and accident prevention, workers compensation case management including hearing representation, and injury investigation.

14. Labor Relations

Labor relations refer to the relationship between the employer and its employees. It usually deals with labor-management wherein it focuses on the collective bargaining agreement regarding work between the union of the employee in making decisions for the organization. On the other hand, findings mean the proper wages, hours of duty, working conditions, safety, and employee protection while at work, grievances, and other related concerns.

Here's how human resources supervisors use labor relations:

Labor Relations including interpretation and application of collective bargaining agreement, grievance responses, and participation in arbitration.
Trained new Labor Relations Representative in all facets of contract administration and manpower movement system.

15. Exit Interviews

Exit interviews are meetings conducted by management representatives with employees who are separating from the company. These interviews act as a measurement scale to assess the individual's overall experience with the organization. Having a standardized procedure of exit interviews helps the company to manage risks effectively. It can increase employee retention, engagement and helps to decide what decisions are fruitful and what aren't inside the organization.

Here's how human resources supervisors use exit interviews:

Implemented separation process, conducted exit interviews and assured immediate collection of all owed employee benefit contributions and/or Company issued items.
Decreased turnover while increasing retention - conducted exit interviews while increasing production involvement through departmental tours and new-hire on-boarding/ training.

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What skills help Human Resources Supervisors find jobs?

Tell us what job you are looking for, we’ll show you what skills employers want.

What skills stand out on human resources supervisor resumes?

Dr. Vinh Nguyen Ph.D.

Professor of Business Administration, Coe College

The most important skills for new graduates, particularly for HRM majors, are adaptability and problem solving. The ability to continuously learn and change is critical during this crisis and with on-going technological advancements. A willingness to face any problems and to find creative solutions is also highly desirable in this changing world. Thus, people who are highly aware and possess a growth mindset will stand out in the labor market.

What soft skills should all human resources supervisors possess?

J. Adam Shoemaker Ph.D.

Associate Professor of Management & Human Resources, Saint Leo University

FYI, soft skills are a lot more difficult to train than hard skills. This is part of the reason that there is so much demand for soft skills - for the most part, they need to be innate to the candidate.
Here again, communication comes up - and here, it is important to recognize that communication is much more than just telling people. A good communicator is a great listener. He knows when to speak his mind and when to wait and see what happens. She knows how to collaborate effectively with people and how to take action when needed.

What hard/technical skills are most important for human resources supervisors?

J. Adam Shoemaker Ph.D.

Associate Professor of Management & Human Resources, Saint Leo University

Even though these skills are much more trainable, it helps if HR professionals are familiar with HR information systems.
There are too many to name them all here (sorry, no free advertising)! It would be difficult for a candidate to be familiar with every platform a company might use for their HRIS, but it is good to know that they generally work in the same ways.
If the company asks if you have experience with a particular platform that you have never heard of, always be truthful but still be ready to ask intelligent questions about it: "I'm not too familiar with that platform, but I'd be curious to know about your employees' experiences with it. How long have you been using it, and how robust is the self-service interface?"

What human resources supervisor skills would you recommend for someone trying to advance their career?

Dr. Michael Pasquale Ph.D.

Professor of Linguistics, Humanities Division Chair, Cornerstone University

Graduates should continue to develop expertise and fluency in their language learning and development. They should focus on developing language fluency in the career areas they are pursuing. For example, they should read extensively and listen to podcasts in their target language to understand the field and how to use the language fluently and effectively in those contexts.

What type of skills will young human resources supervisors need?

Dwaine Turner Ph.D.

Assistant Professor, East Central University

Graduates will need to be multiculturally competent, have great interpersonal skills, and Telehealth exposure. Upcoming graduates will be faced with providing services to a diverse population that will be very challenging, as a result of the COVID-19 pandemic. The graduates will have to implore the usage of their interpersonal skill set to strengthen the therapeutic alliance between counselor and client relationship. Also, the new trend in the profession is virtual sessions, which can be awkward at times but very necessary with the current landscape of society. The graduate will have to be more creative when creating an environment that is therapeutic in a virtual meeting room to allow the client to emote/divulge sensitive information.

What technical skills for a human resources supervisor stand out to employers?

Adam Smith Ph.D.

Bicentennial Professor, Associate Professor of Management, Enactus Sam Walton Fellow, Indiana University Kokomo

That varies by industry, employer, level, and position. Also, it depends on their approach to hiring and training. It is important that students research employers and industries that interest them. But overall, it may be skills such as decision-making, problem-solving, critical thinking, time management, and collaboration that remain vital. Going forward, effective communication, tech savviness, a positive view of change (as opportunity), and an openness to continuous learning may set people apart in organizations.

Do you want to know more?

List of human resources supervisor skills to add to your resume

The most important skills for a human resources supervisor resume and required skills for a human resources supervisor to have include:

Customer Service
State Laws
Payroll Processing
Personnel Actions
HRIS
ISO
Performance Management
EEO
Disciplinary Procedures
PowerPoint
FMLA
Training Programs
Workers Compensation
Labor Relations
Exit Interviews
Corrective Action
Background Checks

I-9
R
Disciplinary Actions
Conflict Resolution
Open Enrollment
Federal Laws
Life Insurance
Benefits Administration
Personnel Policies
Kronos
Unemployment Claims
FLSA
Performance Reviews
Professional Development
Succession Planning
Direct Reports
E-Verify

Collective Bargaining
Legal Compliance
Performance Evaluations
Action Plan
Administrative Functions
ADP
Career Development
Government Regulations
Personnel Issues
Cobra
Taleo
AAP
PeopleSoft
Hr Administration
Sexual Harassment

Updated January 8, 2025

Zippia Team

Editorial Staff

The Zippia Research Team has spent countless hours reviewing resumes, job postings, and government data to determine what goes into getting a job in each phase of life. Professional writers and data scientists comprise the Zippia Research Team.

Updated January 8, 2025

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