17 Human Resources Supervisor Interview Questions and Answers

The human resources department is responsible for a wide range of functions in an organization, from hiring and firing to employee benefits and training. A human resources supervisor is responsible for overseeing these functions and ensuring that they are carried out effectively.

If you’re looking for a job in human resources, you will likely be asked to interview for a position. During the interview, you will be asked a variety of questions about your experience, skills, and qualifications. You may also be asked to provide examples of situations where you have demonstrated your skills.

To help you prepare for your interview, we have compiled a list of sample human resources interview questions and answers.

Are you familiar with the Fair Labor Standards Act and other federal laws regarding employee rights and protections?

The interviewer may ask this question to assess your knowledge of human resources practices and procedures. Your answer should include a brief description of the Fair Labor Standards Act and how you use it in your daily work.

Example: “I am very familiar with the Fair Labor Standards Act, as well as other federal laws regarding employee rights and protections. In my current role, I regularly review these documents with new employees and make sure they understand their rights under these laws. For example, if an employee has questions about overtime pay or minimum wage, I can refer them to the appropriate document.”

What are some of the most important qualities that an effective human resources supervisor should have?

This question can help the interviewer determine if you have the skills and abilities to be successful in this role. When answering, it can be helpful to mention a few of your strongest qualities as well as what you believe are important for an effective human resources supervisor.

Example: “I think that one of the most important qualities is communication. As a human resources supervisor, I would need to communicate with many different people on a regular basis. This includes communicating with employees about their performance reviews, communicating with managers about hiring processes and communicating with executives about company policies. Communication is also important because it helps me understand how my team members feel about the company and their work environment.”

How would you handle an employee who is not meeting company standards and is resistant to feedback and coaching?

This question can help the interviewer assess your ability to handle challenging situations and how you apply your skills as a human resources professional. In your answer, try to highlight your problem-solving and conflict resolution skills by describing a situation in which you helped an employee improve their performance or behavior.

Example: “In my previous role as a human resources manager, I had an employee who was consistently late for work. The first time I spoke with him about his tardiness, he told me that he didn’t see anything wrong with being five minutes late to work every day. After explaining our company’s policies on punctuality, I scheduled a meeting with him to discuss ways we could find a solution together. He agreed to set multiple alarms each morning so he would never be late again.”

What is your experience with administering employee surveys and how do you use the results to improve the workplace?

An interviewer may ask this question to learn more about your human resources management skills. They want to know how you use employee feedback to improve the workplace and make it a better place for employees. Use examples from past experience to explain how you used survey results to create positive changes in the workplace.

Example: “I have administered employee surveys before, but I always find that the best way to get meaningful information is by having one-on-one conversations with employees. This allows me to understand their concerns and opinions on different aspects of the workplace. In my last role, I met with each department head to discuss the results of an employee survey. We found that many employees were unhappy with communication between managers and staff members. After our meeting, I worked with managers to develop strategies for improving communication.”

Provide an example of a time when you had to manage a budget for an HR project or program.

An interviewer may ask this question to learn more about your financial management skills. They want to know how you would handle a budget as an HR supervisor and whether or not you have experience with managing budgets in the past. In your answer, try to explain what steps you took to manage the budget and highlight any specific skills that helped you do so.

Example: “In my current role as an HR manager, I am responsible for creating the annual budget for our department. This year, we had to cut back on some of our expenses because our company was experiencing lower sales than usual. To create the budget, I first met with my team to discuss which programs they wanted to continue offering and which ones they could eliminate. Then, I created a spreadsheet where everyone could input their suggestions for cutting costs. After reviewing all of the ideas, I decided which ones were most effective.”

If hired for this position, what would be your priorities during your first few months on the job?

This question is an opportunity to show the interviewer that you have a plan for how you would approach your new role. Your answer should include specific goals and objectives, such as improving employee morale or increasing productivity.

Example: “My first priority would be to get to know my team members by asking them about their professional backgrounds and what they hope to achieve in this position. I also want to learn more about the company culture so I can support employees with any questions or concerns they may have. Another goal of mine would be to implement training programs for managers on topics like conflict resolution and hiring practices.”

What would you do if you discovered that management was engaging in discriminatory practices?

Human resources professionals are responsible for ensuring that their organizations comply with all applicable laws and regulations. This includes anti-discrimination laws, which protect employees from being treated differently based on factors such as race, gender or religion. Your answer should demonstrate your commitment to upholding the law and protecting employees’ rights.

Example: “I would immediately report this issue to my supervisor so we could address it together. I would also ensure that management was aware of the consequences of engaging in discriminatory practices, including fines and possible jail time. If necessary, I would file a complaint with the Equal Employment Opportunity Commission (EEOC) or similar regulatory body.”

How well do you communicate with both management and employees on a daily basis?

Human resources supervisors often need to communicate with employees and management on a daily basis. This question helps the interviewer determine how well you can communicate in both written and verbal forms. Use examples from your experience where you had to communicate important information to others.

Example: “I have always been someone who enjoys communicating with others, so I find it easy to do this as a human resources supervisor. In my previous role, I was responsible for sending out weekly updates to all of our employees about company news and upcoming events. I also regularly communicated with managers about any questions they may have had regarding their teams or employee performance.”

Do you have experience training managers on how to properly handle employee complaints and grievances?

Human resources supervisors often need to train managers on how to handle employee complaints and grievances. This question can help the interviewer understand your experience with this process and whether you have any unique insights or techniques that you can share with their organization.

Example: “I’ve had a lot of experience training managers on how to properly handle employee complaints and grievances, especially when it comes to discrimination and harassment. I find that many managers are unaware of what they should do in these situations, so I make sure to provide them with clear guidelines and expectations for handling these issues. In my last role, I also created an online training course that all managers could take at their convenience.”

When reviewing employee files, are there any particular areas that you look for?

This question can help the interviewer understand how you approach your work and what skills you use to complete it. Use examples from your experience reviewing employee files to highlight your critical thinking, problem-solving and communication skills.

Example: “When I review employee files, my main focus is on attendance records. If an employee has a history of missing work or arriving late, I want to know why. In my last role, I noticed that one of our employees was frequently late for work. When I called her into my office, she told me that she had been having car trouble and hadn’t wanted to call out because she didn’t have anyone else who could pick up her kids from school. She asked if we could give her some flexibility in her schedule so she could leave early to get her kids before they got home from school.”

We want to improve our employee retention rates. What strategies would you use to implement this goal?

This question is an opportunity to show your problem-solving skills and ability to implement change. When answering this question, it can be helpful to describe a situation where you helped improve retention rates in the past.

Example: “In my previous role as HR manager, we had a goal of improving employee retention rates by 5%. I started by surveying employees about what they liked and disliked about their jobs. We then used that information to make changes to our benefits package and company culture. As a result, we were able to increase employee satisfaction and reduce turnover.”

Describe your experience with using HR software programs.

Human resources professionals need to be familiar with using software programs that help them manage employee information, benefits and other HR tasks. Your interviewer may ask this question to learn more about your experience with these systems and how you’ve used them in the past. In your answer, describe which software programs you’re comfortable using and what types of projects you’ve worked on using those programs.

Example: “I have a lot of experience working with human resources software programs. I started my career as an HR assistant at a small company where we only had one system for managing employee records. As our team grew, we needed to upgrade to a new system that could handle all of our HR needs. I helped train everyone on the new system so we could use it effectively. Since then, I’ve learned several different systems and am comfortable using any type of program.”

What makes you an effective leader when it comes to managing a team of HR professionals?

An interviewer may ask this question to learn more about your leadership style and how you’ve used it in the past to help others succeed. When answering, think of a few specific examples from your experience that show your ability to lead a team of professionals through challenges or changes.

Example: “I believe my greatest strength as an HR leader is my communication skills. I always make sure to clearly explain any policies or procedures we have within our department so everyone understands them. In addition, I hold regular meetings with my team members to discuss their progress and offer advice on ways they can improve. These two things are essential for building trust and respect among employees.”

Which industries or companies have you worked for in the past that you feel you could apply lessons from to our organization?

This question is a great way for the interviewer to learn more about your experience and how you’ve applied lessons from previous roles to help you succeed in this one. When answering, it can be helpful to mention an industry or company that has similarities to the one you’re interviewing with so they can see how you might apply those skills here.

Example: “In my last role as HR manager at a small startup, I learned a lot about how to manage employees who are working on tight deadlines and under pressure. This skill set helped me immensely when I moved into my current role managing a team of HR professionals at a large corporation where there were many different departments and projects going on at once. I feel like these experiences have prepared me well for this opportunity.”

What do you think is the most challenging part of being a human resources supervisor?

This question can help the interviewer understand what you think is important in your role and how you approach challenges. You can answer this question by identifying a challenge that you have faced as a human resources supervisor and explaining how you overcame it or plan to overcome it.

Example: “The most challenging part of being a human resources supervisor for me has been managing my team’s time effectively. I’ve found that many employees are often unsure about when they should take their vacation days, sick days and personal days. To solve this problem, I created an online calendar where employees could see all available days off and request time off from work. This system helped employees feel more confident taking time off and allowed me to better manage my team’s time.”

How often do you update your knowledge of federal and state laws regarding employee rights and protections?

The interviewer may ask this question to assess your commitment to staying up-to-date on relevant HR laws. Your answer should show that you are committed to learning about new developments in the field and ensuring your team members have access to the latest information.

Example: “I regularly attend seminars, webinars and conferences related to human resources. I also subscribe to newsletters from leading HR publications so I can learn about recent changes in legislation. For example, last year, my state passed a law requiring employers to provide paid sick leave for employees who work at least 30 hours per week. As an employer, I want to ensure our company is compliant with all applicable laws.”

There is a conflict between two employees that you feel could be resolved if they were able to speak directly with each other. How do you handle this?

This question can help the interviewer understand how you handle interpersonal conflicts and whether or not you have experience resolving them. When answering this question, it can be helpful to describe a specific situation in which you helped two employees resolve their conflict.

Example: “In my previous role as an HR manager, I had two employees who were constantly arguing with each other. After speaking with both of them separately, I learned that they were having a disagreement over one employee’s work schedule. The employee who was requesting more hours felt like her requests weren’t being taken seriously by the other employee. Once we spoke about the issue, the employee agreed to meet with the other employee to discuss her request.”