Should H.R. address this issue or should a supervisor?

Question

I'm new this company about 5 months it's a pretty huge company with 7 different locations so you could imagine how many employees there is, tons! . I'm a supervisor of 5 employees that work directly under me. I have my supervisor as well and my supervisor has hers she responds to as well. Even though I'm a supervisor I fall at the very bottom of the poll as there is still much higher management above me.
Ok so anyways here is my case/question
One of the Ladies that I over see has been coming in about a month now with very noticeable bad body order, its obvious that she hasn't been wearing any deodorant and she leaves a track of smell when she passes by you( we work in a professional office setting) I went to mention it to my supervisor because a few of the other girls were complaining and I didnt want the girl with the body order to over hear and feel bad, thinking that my supervisor would tell me to advise the H.R department ( I have to run everything by my supervisor this why I told her) well my supervisor says " oh well you have to tell her that we have policy in place and that she must come to work with no body orders". then I said "me tell her? shouldn't that be HR to talk to her?" and she said "no it's your responsibility to notify her of her bad body order". 
this just doesn't fit well with me. This girl can turn around and say I'm discriminating against her or something like that. any other issues I have no problem addressing them I just feel like this situation should be handled by human resources. Am I wrong?
****Edit: Its very clear that most of you think I shouldn't be a supervisor, and maybe you all are right. all I'm trying to do is make sure to cover myself incase this was to go left and I get either myself or the company caught up in a lawsuit.  I've been a supervisor for over 14 years and things like this were always sent to HR to handle to avoid things being misconstrued or legal action being taken by the employee. in this case this lady is ethnic and I just wanted to take the proper steps. 
thanks  to everyone who was not rude and offered genuine advice.

Accepted Answer

You’re not wrong. HR should deal with it, if at all. There may be medical or cultural differences you’re unaware of. Do nooooooot touch that, at all. Unless you’re very close with this person, don’t.

Answer

If they insist that it has to be you, ask for HR to be present and assist with the conversation so nothing can be deemed inappropriate.

Answer

HR never did stuff like this with my workplace. It always came from a direct supervisor or the supervisor above her

Answer

I mean this in the kindest way possible, this is what supervisors and managers get paid to do. HR can advise you on how best to have this conversation. But it’s your responsibility to have difficult conversations with your staff, just the same as if someone was arriving late or underperforming. Avoiding the discussion or shirking responsibility to HR is really just avoidance of what you’re paid to do. I’m not sure what cultural reason someone would have for arriving at work with body odour, but you should be addressing the discussion sensitively to understand what the issues are and what support can be provided.

Answer

If there is a company policy about this, as her supervisor it is your responsibility to initiate a conversation. As a general rule, most companies favour resolving issues at the lowest level possible and only elevating if absolutely necessary. When it comes to compliance with policy, it's your job as a supervisor to ensure your employees are complying, which means it's on you to start the conversation. If you're not sure what to say, by all means reach out to HR for some tips and guidance. That's what they're there for and I'm sure they will be happy to assist. If your employee is hurt after you talk to her and wants to elevate the situation beyond you, that is her choice, but it wouldn't be right for you to pass the buck to HR just because it's an uncomfortable conversation you don't want to have. Be open to what your employee had to say, though. She may have allergies or a health condition of some sort that either a) prevent her from using products that minimize odours, or b) create odours she cannot control (ex. medications, glandular secretions, etc). She may just have poor hygiene, but don't assume. She may be well aware that she smells, but can't help it and is already self-conscious. If you approach her with kindness and sensitivity, you should be okay.

Answer

HR a should be telling the bitches complaining to STFU. Since when do people get to decide how other people smell?

Answer

It’s your responsibility as her supervisor, but this wouldn’t be something I’d discuss with her at all. You don’t know why she stinks. She could have a medical condition, allergies to deodorant, or even hormonal changes can cause body odor. It’s not always controllable and I don’t really think it’s an employer’s place to comment on to someone specifically. You could hold a meeting with all of your staff where you discuss handbook policies of showing up to work clean, but I think having an HR discussion about it is overstepping in your employee’s personal life.

Answer

You as her direct report need to deal with it. Why push it up the line and embarass her further when you can have a quick conversation and nip the issue in the bud.

Answer

That’s a HR issue. 100%.

Answer

It is your responsibility as her supervisor but you can always make HR aware of the discussion you're going to have with her.

Should H.R. address this issue or should a supervisor?

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