Director of HR
: Job Details :

Reports to: President and Chief Executive Officer

Status: Exempt

1. Job Purpose/Objective:

The Director of Human Resources is a key executive leadership role responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization. The Director of HR will provide leadership in the areas of workforce planning, talent acquisition, employee relations, compensation and benefits, performance management, training and development, and compliance. The Director of HR will work closely with the executive team to cultivate a high-performing, employee-oriented company culture that emphasizes quality, productivity, and continuous improvement.

2. Essential duties and responsibilities:

• Strategic Leadership: Develop and implement HR strategies that align with the company's business objectives and drive organizational growth and transformation.
• Talent Acquisition and Management: Oversee the development and execution of strategies to attract, retain, and develop top talent. Lead workforce planning and succession planning initiatives.
• Employee Engagement and Culture: Foster a positive and inclusive company culture that encourages employee engagement, satisfaction, and retention. Implement programs that support employee well-being and professional development.
• Compensation and Benefits: Design and implement competitive compensation and benefits programs that attract and retain top talent. Ensure the organization's compensation strategy aligns with its financial and strategic goals.
• Diversity, Equity, and Inclusion (DEI): Champion diversity, equity, and inclusion initiatives across the organization. Develop and implement programs and policies that promote a diverse and inclusive workplace.
• Performance Management: Lead the development and implementation of performance management systems that support employee development and organizational growth. Provide guidance on goal setting, feedback, and performance evaluations.
• Policies: Oversee, monitor and modify HR policies, procedures and compliance programs to ensure currency, consistency and compliance with federal and state employment law, business philosophy, ethics, values, and business interests.
• Compliance and Risk Management: Ensure compliance with local, state, and federal employment laws and regulations. Develop and implement HR policies and procedures to minimize legal risks and ensure the organization's compliance.
• Change Management: Provide leadership in organizational change initiatives, including mergers, acquisitions, and restructuring. Develop change management strategies to ensure successful implementation of organizational changes.
• HR Technology and Analytics: Leverage HR technology and data analytics to drive strategic decision-making and improve HR processes. Utilize metrics and analytics to measure HR effectiveness and impact.
• HRIS: Oversees and maintains optimal function of the organizations internal HR information services systems, which may include database management, network support, installation, customization, development, maintenance, and upgrades to applications, systems, and EFM and ECM modules.
• Executive Collaboration: Partner with the executive team to provide strategic direction and support on human capital matters. Serve as a trusted advisor to the CEO and other senior leaders on HR-related issues.

3. Essential Skills (Minimum qualifications individual must possess when entering position) – i.e. skillsets, education, certifications, etc.

• Bachelor's degree or equivalent in human resources, business or related field.
• Ten (10) years of progressive human resources experience including 5 years of supervisory responsibilities.
• Experience with HRIS and prior implementation / process improvement experience.
• Strong leadership, communication and interpersonal skills with the ability to interact at all levels of the organization.
• Demonstrated results in coaching a senior level management team, including creation and administration of management development and succession plans.
• Analytical mindset with strong problem-solving and decision-making abilities.
• Strong business acumen and ability to align HR strategy with organizational.
• Prior on-the-job application of Federal and Hawai'i State employment and non-profit tax laws, including affirmative action, EEO, wage/hour, retirement and other benefits, disability/medical leave and workers' compensation.

4. Working Conditions/Job Environment

• This position typically follows an 8 AM to 5 PM schedule. However, flexibility is required based on business needs. Occasional adjustments to your schedule may be necessary to accommodate project deadlines, team collaboration, or other work-related commitments
• This position requires occasional travel to neighboring islands
• Prolonged periods of sitting at a desk and working on a computer
• Able to lift 20+ pounds as necessary onsite
• Ability to work long hours and stand for long periods of time

The information on this description has been designed to indicate the general nature and level of work performed by an employee in this classification. It is not to be interpreted as a comprehensive inventory, or all duties, responsibilities, and qualifications of employees assigned to this job. Management has the right to add to, revise, or delete information in this description. Reasonable accommodations will be made to enable qualified individuals with disabilities to perform the essential functions of this position.