VP, Human Resources

Vice President of Human Resources

Position Summary and Purpose

The Vice President of Human Resources leads Roberts HawaiÊis people strategy and HR function aligning talent culture and workforce practices with the companys strategic and operational goals. As a partner to the President and CEO and executive leadership team this leader combines strategic direction with hands-on execution to strengthen accountability service delivery and employee-owner performance across the companys multi-island workforce.

Strategic and Executive Leadership

• Serve as a trusted advisor to the President and CEO executive leadership team and business leaders on organizational design workforce strategy succession leadership effectiveness and employee matters.
• Translate business priorities into practical workforce plans organizational capabilities performance expectations and measurable human resources objectives.
• Provide visible hands-on leadership across all islands and business units building trust with employee-owners and ensuring consistent application of company values policies and leadership standards.

Human Resources Operations and Transformation:

• Lead the day-to-day delivery of all human resources services and operations.
• Assess and strengthen HR policies standard operating procedures controls staffing systems service standards and reporting to create a consistent and scalable statewide function.
• Develop and execute a phased roadmap for HR modernization balancing immediate operational needs with longer-term improvements in structure capabilities processes and technology.

Talent Strategy and Organizational Capability

• Develop and execute an enterprise-wide strategy that supports the companys strategic plan operating priorities growth objectives and long-term sustainability.
• Build leadership and management capability through practical development programs coaching succession plans and clearly defined performance expectations.
• Oversee the performance management framework ensuring goals feedback development recognition and accountability are applied consistently and support business results.

Compensation Benefits and ESOP

• Lead the companys compensation philosophy job architecture market benchmarking incentive programs and pay practices to support internal equity competitiveness retention and performance.
• Oversee benefits strategy plan administration employee communications vendor and broker relationships and compliance with applicable plan requirements.
• Provide executive leadership for ESOP administration and employee-owner education in coordination with internal leaders trustees advisors and service providers.

Culture Engagement and Employee Relations

• Foster an ESOP-driven culture of ownership accountability teamwork and shared success by connecting employee experience and performance to the companys long-term value.
• Lead employee engagement recognition internal communications and culture-building initiatives that strengthen trust connection and employee ownership.
• Provide executive oversight of employee relations matters workplace investigations corrective action conflict resolution and organizational change balancing fair treatment with protection of the company.

Compliance Risk and Safety Partnership

• Ensure compliance with federal state and local employment laws and regulations including requirements applicable to a safety-sensitive transportation workforce.
• Oversee HR-related policies documentation audits recordkeeping and required training; identify risk and implement timely corrective actions.
• Partner with safety and operations leaders to strengthen certification fitness-for-duty injury prevention return-to-work and other workforce practices that support safe and reliable service.
• Maintain effective relationships with legal counsel regulators insurers benefit providers and other advisors as appropriate.

Skills and Competencies

• Deep hands-on knowledge of HR operations employment practices organizational change talent management total rewards and HR systems.
• Strong business and financial acumen including budgeting workforce analytics vendor management and evaluation of return on people investments.
• Ability to lead transformation establish practical systems and drive accountability in a geographically dispersed and operationally complex organization.

Qualifications:

• Bachelors degree in human resources business administration organizational development or a related field or equivalent combination of education and relevant executive experience.
• Minimum of 15 years of progressively responsible human resources experience including senior leadership in a mid-sized or large multi-location organization.
• Broad experience in workforce planning recruitment compensation benefits employee relations compliance performance management HR technology policies and recordkeeping.
• Experience supporting a safety-sensitive operational transportation hospitality tourism or similarly complex workforce strongly preferred.
• Knowledge of ERISA-governed plans and ESOP administration preferred.
• Professional HR certification such as SPHR SHRM-SCP or equivalent is preferred.

Working Conditions/Job Environment

• Desk and chair intermittently. Must be able to sit and stand for extended periods of time.
• General office equipment and supplies. Exposure to potential eye strain and muscle strain due to constant use of computers or similar technology.
• Occasional exposure to hazards associated with transportation and maintenance environments.
• Occasional exposure to fumes odors dust or other atmospheric conditions.
• Travel to neighboring islands may be necessary and may require extended stay

The information contained within this job description is intended to outline the general nature and level of work expected from an employee in this role. It should not be considered an exhaustive list of all duties responsibilities or qualifications associated with the position. Management reserves the right to modify add to or delete any part of this description as necessary. Reasonable accommodation will be provided to enable qualified individuals with disabilities to fulfill the essential functions of this position. Roberts HawaiÊi is an Equal Opportunity Employer. Qualified individuals with disabilities and protected veterans are encouraged to apply.

EEO Employer/Vets/Disabled

Required Experience:

Exec