Director of human resources jobs in Hawaii

Director of Human Resources FLSA Status: Exempt Reports To: President and Chief Executive Officer The Director of Human Resources is responsible for all human resource (HR) functions of The Rehabilitation Hospital of the Pacific (REHAB), including, but not limited to, leadership and strategic management, compliance, talent and acquisition management, performance management, compensation, benefits and leaves, employee and labor relations, payroll, records and information management. Starting Wage: $140,000.00./year. The posted wage is the current starting wage for this position. Actual wage is dependent on the applicant's relevant experience and qualifications for this position. The wage range for this position may be subject to change in the future depending on a variety of factors such as market conditions, business needs, legal developments, and other appropriate factors. REQUIRED QUALIFICATIONS: Education: Bachelor's degree in Human Resources Management or related field. Skills/Experience: At least ten (10) years of relevant HR-related experience, with at least five (5) years managing multiple HR functions. Strong knowledge of labor and employment laws. Analytical and financial skills to effectively evaluate compensation and benefit programs and utilization. Ability to think independently, creatively and strategically to solve problems. PREFERRED QUALIFICATIONS: Certification/Licensure: SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) credential. Education: Master's degree in Business Administration or related field. Skills/Experience: Knowledge of healthcare regulations and accreditation requirements. Experience working with external agencies (HCRC, EEOC, DLIR, etc.) with successful outcomes. Proficient with Google's G Suite. CORE VALUES: Our team models REHAB's core values H.E.A.R.T. in daily actions. Honesty - Speak and act with truth and respect. Engagement - Embrace and commit to our mission, vision and values. Aloha - Serve others with a spirit of kindness and compassion. Resilience - Rebound and recover with a sense of urgency. Teamwork - Work together for success. ESSENTIAL JOB FUNCTIONS: Leads strategic decision making related to HR functions and how they interface with and impact organizational goals and objectives. Analyzes and implements services to improve the quality, efficiency, cost management and customer service provided by the HR Department. Leads organizational initiatives, representing the needs of employees, with a focus on recruitment and retention efforts. Develops, recommends, implements and evaluates organization-wide HR human resources' policies, procedures and programs. Develops and maintains effective working relationships with external and internal customers to include other leadership and employees, insurance representatives, union leaders, surveyors, etc. Supports leadership team on HR-related matters. Develops, recommends, implements and evaluates organization-wide HR human resources' policies, procedures and programs. Works collaboratively with management in designing, implementing, and maintaining leadership and staff development programs, including new employee orientation and annual education, supervisory training, leadership training, etc. Oversees the collective bargaining process, including participating in union negotiations and meetings. Works closely with Executive Leadership to develop and implement REHAB's negotiation strategy. Follows and adheres to all organizational and departmental policies and guidelines, code of conduct, and REHAB employee handbook. Performs other duties as assigned. PROFESSIONALISM AND COMPLIANCE COMPETENCIES: Maintain a high level of proficiency in the following REHAB competencies. Strategic Thinking Communication and interpersonal/relationship building skills Recognition Organization and project management Adaptability and problem solving MANAGEMENT/LEADERSHIP RESPONSIBILITIES: Responsible for the hiring, orienting, training, coaching, counseling and development of employees Ensures the employees are trained appropriately and maintains adequate level of competency to perform job duties; develops personnel to meet future requirements. Identifies opportunities and makes recommendations for improving processes. Develops and ensures the development of performance standards for areas of responsibility, monitors, reviews and evaluates performance for quality assurance; provides feedback to staff and takes corrective action when necessary. Responsible for the creation, implementation, and ensuring adherence to appropriate policies and procedures for departments and the hospital. Optimizes resources responsibly to ensure operations and staffing runs smoothly Encourages openness, provides a safe and positive environment within departments. Creates a safe work environment that fosters respect and positive morale. Works closely with Leadership to ensure a cohesive work environment Fosters two way communication with employees and shares information from Leadership meetings. In cooperation with Executive Leadership, develops and implements performance measurement indicators, benchmarks and goals linked to the strategic plan of the hospital through various activities of the service lines, programs, and quality improvement efforts of the department. Accepts responsibility for decisions and effective communication. Develops and maintains effective working relationships with external and internal customers to include patients, physicians, other managers and employees, surveyors, contractors and vendors. Participates on hospital committees when requested. FINANCIAL MANAGEMENT: Assists Executive Leadership in preparing the department(s) assigned budgets Maintains a fiscal responsibility to oversee assigned cost centers, monitors and tracks expenditures and provides explanations for variances. Comprehends departments budget and presents on key metrics Serves as the central resource for the development and implementation of strategies which are efficient, effective, timely, patient-centered, medically appropriate for an acute rehabilitation level of care, and supports appropriate financial reimbursement EQUIPMENT, TOOLS, WORK AIDS USED Office equipment, including telephone, computer and multifunction devices (MFDs). Google's G Suite, report writer and database software.

RESPONSIBILITIES The starting salary displayed above may be higher commensurate with experience The role of the Vice President, Human Resources Operations is to lead the organization in fulfillment of the intent and mission of its founders, Queen Emma and King Kamehameha IV. In doing so, the Vice President, Human Resources Operations leads with the values of its founders and commits to preserving and honoring The Queen's Health Systems' (QHS) unique heritage. As a member of the QHS System Leadership Council, the Vice President, Human Resources Operations is responsible for directing the day-to-day operations, and culture of the corporation consistent with its mission and values; developing and achieving corporate goals, objectives and initiatives; and, implementing procedures to adequately safeguard the assets of The Queen's Health Systems (QHS). Leads a culture of high reliability, building/strenghtening networks, engaging in continuous process improvement, maintaining high patient/staff experience, and utilizing a multidisciplinary approach to achieve quality and superior services through alignment with QHS strategic goals and initiatives. The Vice President, Human Resources Operations is accountable for the effective business and operational management of the division. Scope of work includes recruitment/retention; workforce development; training and development; HR Service Center; HR information and reporting systems; performance improvement, compliance with legal requirements and standards for alignment with organization policies. Other areas of responsibility and organizational wide initiatives and programs may be assigned to the Vice President, Human Resources Operations. II. TYPICAL PHYSICAL DEMANDS: A. ESSENTIAL FUNCTIONS: - Finger dexterity. Seeing. Hearing. Speaking. B. MANUAL MATERIAL HANDLING: - Infrequent: N/A - Occasional: Lift waist to shoulder between 0-5 lbs. Carry between 0-5 lbs. - Frequent: N/A - Constant: N/A C. NON-MANUAL MATERIAL HANDLING: - Infrequent: N/A - Occasional: Stand. Walk. Stoop/Bend. Climb: Stairs/Ladder. Reach: shoulder level. Reach: above head. - Frequent: Sit. - Constant: N/A III. TYPICAL WORKING CONDITIONS: - Not substantially subjected to adverse environment conditions. IV. MINIMUM QUALIFICATIONS: A. EDUCATION: - Bachelor's degree in human resources management, business, education, organization development, healthcare or related field. - Graduate degree preferred. B. CERTIFICATION AND LICENSURE: - No certification and/or licensure requirement. C. EXPERIENCE: - Five (5) years executive/management experience in managing multiple departments/functions in a human resources division, preferably in a healthcare setting comparable to QHS. - Experience to demonstrate proven leadership in successfully implementing projects and initiatives which have major impact to an organization. - Demonstrated knowledge of current trends in human resources planning, forward-thinking ideas and ability to motivate others. Equal Opportunity Employer/Disability/Vet

Job Description HR Manager About the Role KMC is looking for a hands-on HR Manager who thrives in a fast-paced environment and is energized by challenge, problem-solving, and collaboration. If you're the type of HR professional who is hungry to contribute, quick on your feet, and ready to work closely with the HR Team to make a real impact, this role is for you. This is a working manager position supporting a large and dynamic workforce, with a strong emphasis on employee relations, investigations, operations support, and consistent execution of HR policies and procedures. You'll play a key role in stabilizing and strengthening HR operations across KMC while partnering directly with the CPO. This Position Will Contribute in the Following Ways: • Implement and maintain HR policies, procedures, and compliance standards • Lead employee relations, coaching, documentation, and investigations • Support operations leaders with performance, corrective action, and escalation guidance • Manage TDI, WC, FMLA, and all leave administration processes • Coordinate claim reporting, return-to-work, and safety-related follow-ups • Support operations with onboarding, offboarding, and HR lifecycle activities, including job fairs • Maintain employee records and ensure accurate HRIS documentation • Work closely with and stay aligned to the CPO on HR initiatives and priorities • Report on HR metrics, turnover, KPIs, and workforce trends • Contribute to building consistency and improving HR workflows across the organization • All other duties as assigned What You Bring • 5+ years HR generalist experience preferred • Strong employee relations and investigation skills • Experience in high-volume or multi-site environments preferred • Knowledge of Hawaii labor law, leave programs, and WC requirements • Ability to operate independently, manage sensitive issues, and provide strong field support • Must be able to collaborate effectively in a dynamic, fast-paced environment and remain flexible as needs evolve • A proactive, solutions-minded approach - someone eager, hungry, and ready to take on challenges Why Join Us You'll have meaningful influence and ownership in the HR function for a large workforce. This is a unique opportunity for someone who wants to be in the center of HR operations, contribute to strengthening culture and compliance, and be part of an organization where your work truly matters.

SPECIAL INTERNAL / EXTERNAL TYPE OF APPOINTMENT ISSUED: This position is excluded in the Educational Officers' Bargaining Unit and will be filled as a limited term vicing appointment. A WRITTEN EXAMINATION/ASSIGNMENT MAY BE ADMINISTERED TO HELP DETERMINE POSSESSION OF THE KNOWLEDGE AND ABILITIES PORTIONS OF THE MINIMUM QUALIFICATION REQUIREMENTS. Examples of Duties Under the general supervision of the Human Resources Director of the Personnel Assistance Branch, the Human Resources Regional Officer II: 1. Serves as the on-site OTM representative for the respective complex areas. Assists the Complex Area Superintendents, Principals, and other school, complex level or district level supervisors of certificated personnel, and certificated personnel in general, to find and implement solutions to personnel problems that impact employees and may hamper school improvement/renewal efforts. 2. Supervises the OTM support staff assigned, coordinates the distribution of referral lists and personnel forms throughout the complex areas; inputs computer data, and assists OTM staff with processing employee fingerprints and Employee Background Checks. 3. Serves in a troubleshooting capacity on personnel administration problems related to pay, classification, salary, conditions of work, benefits, interpretations of Department policies and procedures and other OTM functions. 4. Administers and coordinates specific personnel activities and functions, statewide, as requested; and reviews department documents (project proposals, reorganization proposals, proposed rules, policies and regulations) for contractual implications. 5. Provides assistance and advisory services in the administration of disciplinary actions against department personnel; in the processing and investigation of union grievances; and in the coordination of grievance hearings at the school, complex area, and district level. 6. Helps coordinate the interviews of educational offices within the complex areas, implements employee orientation programs, and conducts training on personnel operations. 7. Performs other related duties as assigned. Minimum Qualifications Education: Graduation from an accredited college or university with a bachelor's degree in business administration with specialization in human resource management, or with specialization in management which included course work in personnel administration and industrial relations. Education Equivalency: 1. Bachelor's degree in any field from an accredited college or university PLUS two (2) years of professional work experience which involved responsibility for personnel administration, or cumulative equivalent experience; OR 2. Completion of the Cohort Program (or earlier versions of the Department of Education's school administration training program); OR 3. Bachelor's degree from an accredited college or university PLUS five (5) years experience in any of the Institutional Analyst classes or any of the Management Analysis & Compliance Specialist classes. Experience: Four (4) years of responsible professional work experience in one or more specialized areas of human resource management of which one (1) year shall have been in an education program, agency, or system. Experience Equivalency: 1. Two (2) years of professional work experience which involved responsibility for personnel administration, or cumulative equivalent experience, PLUS two (2) years experience in the DOE Human Resources Officer (Human Res Ofcr) I class, or District Human Res Ofcr I or II classes; OR 2. A master's degree in business administration from an accredited college or university, PLUS two (2) years experience in the DOE Human Res Ofcr I class, or District Human Res Ofcr I or II classes; OR 3. Five (5) years experience as a 12-month educational officer with the Department, PLUS two (2) years experience in the DOE Human Res Ofcr I class, or District Human Res Ofcr I or II classes; OR 4. Five (5) years experience as a school principal or vice principal, PLUS two (2) years experience in the DOE Human Res Ofcr I class, or District Human Res Ofcr I or II classes. Combined Education and Experience: An equivalent combination of education and experience may be acceptable, as determined by the Department. Substitutions can be considered for the requirement of experience in an education program, agency or system. Knowledge: Personnel administration; leadership and group dynamics; organizational change and effectiveness; labor problems; business statistics; principles and practices pertinent to the area or areas of assignment such as personnel compensation, the staffing process, collective bargaining and dispute settlement, or employee benefits; laws, rules, regulations and administrative procedures pertinent to the area or areas of assignment. Ability to: Provide analytical and technical services in human resource management in the area or areas of assignment; communicate effectively with others both orally and in writing; operate computer and other business machines. MINIMUM QUALIFICATION REQUIREMENTS: HUMAN RESOURCES REGIONAL OFFICER I (TRAINEE; ONLY INTERNAL APPLICANTS MAY QUALIFY AS A HUMAN RESOURCES REGIONAL OFFICER I) Education: Graduation from an accredited college or university with a bachelor's degree in business administration with specialization in human resource management, or with specialization in management which included course work in personnel administration and industrial relations. Education Equivalency: * Bachelor's degree in any field from an accredited college or university, PLUS two (2) years of professional work experience which involved responsibility for personnel administration, or cumulative equivalent experience; or * Completion of the ACE Training Program (or earlier versions of the Department of Education's school leadership training program); or * Bachelor's degree from an accredited college or university, PLUS five (5) years experience in any of the Institutional Analyst classes or any of the Management Analysis & Compliance Specialist classes. Experience: Two (2) years of responsible professional work experience in one or more specialized areas of human resource management. Experience Equivalency: * Two (2) years of professional work experience which involved responsibility for personnel administration, or cumulative equivalent experience; or * A master's degree in business administration from an accredited college or university; or * Five (5) years experience as a 12-month educational officer with the Department of Education; or * Five (5) years experience as a school Principal or Vice Principal. Combined Education and Experience: An equivalent combination of education and experience may be acceptable, as determined by the Department. Substitutions can be considered for the requirement of experience in an education program, agency or system. Knowledge: Personnel administration; leadership and group dynamics; organizational change and effectiveness; labor problems; business statistics; principles and practices pertinent to the area(s) of assignment such as personnel compensation, the staffing process, collective bargaining and dispute settlement, or employee benefits. Ability to: Perform studies and recommend actions based on findings in the area or areas of assignment; communicate effectively with others both orally and in writing; operate computer and other business machines; learn laws, rules, regulations and administrative procedures pertinent to the area or areas of assignment. Supplemental Information SALARY RANGE: EOSR-7, $113,660 to $160,893, EOSR-6, $109,017 to $154,321 Department of Education certificated employees will be placed on the salary range in accordance with Department regulations. All others will be placed on the first step of $113,660 for Human Resources Regional Officer II and $109,017 for Human Resources Regional Officer I. . NOTE: Department of Education employees will be placed on the salary range in accordance with Department regulations. All new external applicants will be placed on the initial step of the salary range. However, placement above the initial step of the salary range will be based on special characteristics and critical needs of the position, an applicant's exceptional qualifications, the availability of funds, and other relevant factors. Such appointments require prior approval. WORK YEAR AND BENEFITS: This appointment will be on a 12-month basis with vacation and sick leave provided according to applicable regulations. POSTING CYCLE: Vacant or unfilled positions may be internally and/or externally advertised on the 1st and/or 16th of any calendar month. HOW TO APPLY: All materials submitted become the property of the Hawaii Department of Education and will not be returned to applicant. Visit the Hawaii Department of Education career page, listed below. Click on the title of the position you are interested in and click on the green APPLY button in the top righthand corner. Provide all relevant information for consideration including but not limited to your education, work experience, and certificates. It is optional to include a "Personal Statement" of what you can contribute to this specific position. ***************************************************** Official transcripts (if not on file) must be submitted at the time of an official offer of employment. Transcripts may be sent by U.S. mail to the Office of Talent Management/EO Recruitment, P.O. Box 2360, Honolulu, HI 96804. After you submit your online application, you will receive a system generated email acknowledging receipt of your application. EDUCATIONAL OFFICER CONTRACTUAL AGREEMENT: Priority for appointments shall be given to qualified and tenured educational officers in that class who wish to move to that position through lateral transfer or a voluntary demotion and second to all other qualified educational officers with tenure." APPROVED: Sean Bacon Assistant Superintendent Office of Talent Management Equal Opportunity The Hawaii State Department of Education does not discriminate in its educational policies, programs, and activities on the basis of sex, race, color, religion, national origin, age, and disability in accordance with Title IX of the Education Amendments of 1972, Title VI of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, Age Discrimination Act of 1975, and Americans with Disabilities Act of 1991. The Department does not discriminate in its employment policies, programs, and activities on the basis of sexual orientation, arrest and court record, and National Guard participation, as well as on the basis of sex, race, color, religion, national origin, age, and disability, in accordance with Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act of 1967, Americans with Disabilities Act of 1991, Equal Pay Act of 1963, and Chapter 378, Part I, Hawaii Revised Statutes. Payday New employees can expect their first paycheck within the first 3 pay periods of their start date. Payday is on the 5th and 20th (or previous business day) of every month. 12-month certificated employees enjoy a range of competitive benefits: * Holidays: Employees observe paid holidays during the school year provided that all conditions under the respective collective bargaining agreement are met. * Vacation: 12-month certificated employees earn 21 days per year. * Sick Leave: 12-month certificated employees earn 21 days per year. Accumulated (unused) credits may be used toward computing retirement benefits. * Health Insurance: If eligible, the State pays a part of the premiums for each employee's enrollment in a State sponsored Medical, Drug, Vision, and Adult Dental Plan. * Group Life Insurance: The State provides a free life insurance policy for employees and retirees. * Premium Conversion Plan: Participating employees may increase their take-home pay by having the State deduct the cost of health care premiums before payroll taxes are withheld. * Flexible Spending Accounts: Eligible employees can reduce their federal and state income taxes and social security taxes through a tax-savings benefit program called Island Flex. This program allows employees to set aside money from their paychecks to pay for out-of-pocket health care expenses and eligible dependent care expenses on a BEFORE-TAX basis. * Retirement Plan: The State contributes to a retirement plan for eligible employees. Generally, employees with at least 10 years of credited service and who have reached 62 years of age or have 30 years of credited service and are 55 years old may retire and receive benefits. * Tax Shelter Annuity (TSA): If eligible, Department employees are able to participate in a tax shelter annuity program. The TSA plan allows eligible employees to contribute pre-tax dollars to an employee-selected investment service provider authorized to provide TSA products. * Deferred Compensation: The State offers employees a tax deferred (sheltered) retirement investment program. This program is an opportunity to build a retirement nest egg through voluntary payroll deductions. Several investment options are available. * Temporary Disability Insurance: Qualified employees may be eligible to receive benefits for a disability caused by a non-work related injury or illness under this program. * Social Security: As an employer, the State also contributes to an employee's social security account. * Workers' Compensation: If an employee is injured while on the job, benefits covering medical expenses and partial wage support may be available through workers' compensation. * Union & Collective Bargaining: Employees have the right to join the union for collective bargaining with the State and employee representation. Some employee unions provide discounts, insurance and other opportunities. Employees may also decide not to join a union, however, employees are required to pay union service fees unless the employee's job is excluded from collective bargaining. The above is intended as a general summary of the benefits offered and is subject to change. This does not constitute a contract or binding agreement. Benefits vary by type of employment appointment and collective bargaining agreements. 01 INTERNAL APPLICATION QUALIFICATION: Are you a current salaried employee who is a tenured educational officer or was previously a tenured educational officer in the Hawai`i State Department of Education? * Yes * No Required Question Employer Hawaii State Department of Education Address P.O. Box 2360 Honolulu, Hawaii, 96804 Website ***********************************

At Norstella, our mission is simple: to help our clients bring life-saving therapies to market quicker-and help patients in need.Founded in 2022, but with history going back to 1939, Norstella unites best-in-class brands to help clients navigate the complexities at each step of the drug development life cycle -and get the right treatments to the right patients at the right time. Each organization (Citeline, Evaluate, MMIT, Panalgo, The Dedham Group) delivers must-have answers for critical strategic and commercial decision-making. Together, via our market-leading brands, we help our clients: + Citeline - accelerate the drug development cycle + Evaluate - bring the right drugs to market + MMIT - identify barrier to patient access + Panalgo - turn data into insight faster + The Dedham Group - think strategically for specialty therapeutics By combining the efforts of each organization under Norstella, we can offer an even wider breadth of expertise, cutting-edge data solutions and expert advisory services alongside advanced technologies such as real-world data, machine learning and predictive analytics. As one of the largest global pharma intelligence solution providers, Norstella has a footprint across the globe with teams of experts delivering world class solutions in the USA, UK, The Netherlands, Japan, China and India. **** We are looking for a talented and passionate Senior HR Business Partner to join the Norstella team and support our dynamic Commercial Global organization. This person will be a strategic partner to the business, working with them to develop and implement plans that align with organizational goals to increase effectiveness and efficiency for the Commercial organization. They will work closely with Commercial leadership to advise on all aspects of HR, including talent management, employee development, and other talent initiatives. **Key duties and responsibilities** + Provide global strategic support and expertise to the whole Commercial Business Unit on organizational design, talent management, change management, and workforce planning. + Collaborate with business unit leaders to provide guidance on organizational and people related strategies. + Partner with Commercial Leaders to build and engage high performing teams. + Engage with finance to ensure close alignment on headcount and compensation. + Support growth and organizational changes by partnering with leadership and talent acquisition on hiring needs and strategies. + Collaborate with the talent acquisition team to ensure effective hiring processes. + Identify training and coaching needs for employees and managers within the business unit. + Advise leadership on succession planning across the organization. + Review the sales policies, processes, rewards and recognition schemes to benchmark and implement the best practices. + Manage change initiatives ensuring appropriate communication and support is provided to managers and employees. + Participate and drive the talent review process in collaboration with managers and leadership. + Support and coach managers on performance management techniques including goal setting, performance appraisals and giving feedback. + Align with Talent Management team to roll out people processes around performance management, compensation, development, etc. + Active involvement in supporting and implementing global HR initiatives. + Utilize data and analytics to develop and implement solutions. + Present reports on metrics, trends and other data relevant to HR. + Perform ad-hoc work and special projects as necessary, to support the growth and retention of talent. + Other duties as assigned. **Key requirements** + Bachelor's degree in HR Management, Business Administration or related degree + At least 8 years of HR experience with at least 5 years' experience performing HR Business Partner responsibilities + Prior experience providing HR support to a commercial/sales organization, at a high-growth company + Ability to analyze data, generate insights and provide recommendations + Excellent verbal and written communications skills + Strong working knowledge of local labor laws and HR practices + Strong leadership skills with the ability to influence and engage stakeholders at all levels of the organization + Strong communication and interpersonal skills, with the ability to build relationships at all levels + Dependable, flexible, and adaptable to new Norstella initiatives and needs + Ability to work independently and collaboratively in a fast-paced, multicultural environment + Dedicated to upholding Norstella's high-quality standards and customer service focus + Strong organizational and problem-solving skills with attention to detail **Our guiding principles for success at Norstella** 01: Bold, Passionate, Mission-First 02: Integrity, Truth, Reality 03:Kindness, Empathy, Grace 04:Resilience, Mettle, Perseverance 05: Humility, Gratitude, Learning **Benefits** + Medical and Prescription Drug Benefits + Health Savings Accounts (HSA) or Flexible Spending Accounts (FSA) + Dental & Vision Benefits + Basic Life and AD&D Benefits + 401k Retirement Plan with Company Match + Company Paid Short & Long-Term Disability + Paid Parental Leave + Open Vacation Policy & Company Holidays _The expected base salary for this position ranges from $135,000to$155,000.It is not typical for offers to be made at or near the top of the range. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered. In addition to base salary and a competitive benefits package, successful candidates are eligible to receive a discretionary bonus._ _Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law._ _Sometimes the best opportunities are hidden by self-doubt. We disqualify ourselves before we have the opportunity to be considered. Regardless of where you came from, how you identify, or the path that led you here- you are welcome. If you read this job description and feel passion and excitement, we're just as excited about you._ _All legitimate roles with Norstella will be posted on Norstella's job board which is located at norstella.com/careers. If a role is not posted on this job board, a candidate should assume the role is not a legitimate role with Norstella. Norstella is not responsible for an application that may be submitted by or through a third-party and candidates should proceed with extreme caution if a third-party approaches them about an open role with Norstella. Norstella will never ask for anything of value or any type of payment during or as part of any recruitment, interview, or pre-hire onboarding process. If you are aware of or have reason to believe a job posting purportedly for a role with Norstella is fraudulent or otherwise not authorized by Norstella, please contact the Company using the following email address:_ _[email protected]_ _._ Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law.

Reporting to the Human Resources Manager, the Regional HR Business Partner aligns business objectives with employees and management in designated business units. This role serves as a consultant to management on Human Resource-related issues. This position acts as an employee champion and change agent. The role will assess and anticipate HR-related needs. This position communicates needs proactively with the HR department and business management and seeks to develop integrated solutions. This position formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the organization's business objectives. What you will do * Serves as a day-to-day go-to resource for employees of assigned business units and/or employee population. * Serves as liaison for Hunt Military Communities for HR functions, leads employee relations initiatives, manages HR projects, and creates and supports engagement and retention programs that meet the needs of the business. * Manages and resolves complex employee relations issues for assigned portfolios. Conducts effective, thorough, and objective investigations. Maintains detailed and accurate documentation for all employee relations issues. * Consults with management and leaders and provides HR guidance and recommendations. Provides day-to-day performance management recommendations to management and leaders (coaching, counseling, career development, disciplinary actions). * Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reduces legal risks, and ensures regulatory compliance. Partners with the legal department as needed/required. * Works closely with management and employees to improve work relationships, build morale, increase productivity, and drive engagement and retention. * Monitors company disciplinary actions to ensure the consistent, uniform, and fair application of company policies and procedures across the division. * Supports turnover initiatives for the division. Prepares exit interview forms, notifies appropriate personnel of terminations, and provides proper benefits and/or unemployment information to terminated employees as applicable. * Partners with the entire HR team across Hunt Companies and develops and delivers meaningful solutions to drive business results. * Provides HR Policy guidance and interpretation, and supports Directors and managers with the Corrective Action process. * Creates and conducts onboarding New Hire Orientation Training programs for all associates and managers. * Participates in the development and evaluation of training programs. Provides follow-up to ensure training objectives are met. Conducts Human Resources New Manager, Performance Management, and Corrective Action Training for all newly hired/promoted people managers within the division. * Ensures compliance with local, state, and federal employment requirements. * Stays current on recent federal, state, and case law changes and monitors labor law updates and newsletters for changes that may affect HR. * Treats the sensitive employee data with the highest integrity and with strict confidentiality. * Conducts and provides recommendations for Stay Interviews on high-turnover sites. * Supports and manages the reasonable accommodation process, including ensuring the interactive process is completed and documented for all employee cases. Qualifications * Bachelor's Degree an undergraduate degree from an accredited college or university with a focus in Human Resources, Administration, Management, or related field. Required or * Master's Degree graduate degree Preferred * Minimum of five to seven years' in progressive HR experience. Required * Proven experience of being able to independently investigate, recommend, and resolve employee relations issues. * Experience with HRIS systems and full cycle recruitment tools and resources. Required * Must stay current on recent federal, state, and case law changes and understand the impact on HR. * Strong written and verbal communication skills and ability to interact and follow up with all levels of the organization. * Ability to adapt to a changing environment and support multiple clients. * Ability to analyze/interpret data and take appropriate action. * Strong interpersonal skills and ability to develop and maintain relationships internally. * Requires a self-motivated, team player with excellent verbal and written communication skills who pays close attention to detail and who can prioritize in a fast-moving environment with excellent consulting, client management, and business literacy skills. * Strong conflict management, interpersonal, and negotiation skills are required. * Develop strong trusting relationships in order to gain support and achieve results. * Effectively envision, develop, and implement new strategies to address competitive, complex business issues. * Manage multiple business unit needs in multiple locations. * Manage multiple conflicting priorities. * Flexible and available to interact with employees at all levels. * Self-directed and motivated. * Takes initiative to identify and anticipate client needs and make recommendations for implementation. * Ability to complete accurate and thorough documentation on investigations and meetings. * Professional in Human Resources - PHR or SHRM-CP Preferred * Senior Professional in Human Resources - SPHR or SHRM-SCP Preferred Compensation We are committed to offering competitive and equitable compensation. The hiring range for this position is generally between $89,300 - $114,200, exclusive of fringe benefits or potential bonuses. This position is also eligible for a performance bonus. Final salaries will be determined based on factors such as geographic location, skills, education, licenses, certifications, and/or experience. In addition to these factors - we believe in the importance of pay equity. Please keep in mind that the range mentioned above is the general Hiring Range for the role. Hiring at the top of the range is reserved for exceptionally qualified candidates. We consider internal and external factors as a part of every final offer. We also offer a generous total compensation and benefits package. Benefits A competitive salary is only one part of your total rewards. We also offer a comprehensive benefits package, including paid time off, medical, dental, life and disability insurance, HSA/FSA accounts, retirement, rewards programs, and so much more! Click Here for Benefits Overview ******************************************************** You must be able to pass a drug, background screen and physical abilities test/motor vehicle record check (if one is required per the position). EEO/ADA The Company and its affiliates provides equal employment opportunity to all individuals regardless of their race, color, creed, religion, gender, age, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by state, federal, or local law. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. #ZRHMH #INDHUNT

With a career at HMSHost, you really benefit! We Offer * Health, dental and vision insurance * Generous paid time off (vacation, flex or sick) * Holiday pay * Meal and Transportation Benefits * *401(k) retirement plan with company match * *Company paid life insurance * *Tuition reimbursement * Employee assistance program * Training and exciting career growth opportunities * Referral program - refer a friend and earn a bonus * Benefits may vary by position so ask your recruiter for details. Airport Location: Honolulu Airport F&B Advertised Compensation: $92,123.00 to $111,664.00 Purpose: The purpose of the Field People and Culture Business Partner II (PCBP) role is to direct the people and culture activities of an airport, or a grouping of airport, train station, mall, gift shop, and/or hotel locations with substantially high sales volume that are collectively managed by senior location operations leaders of Food, Beverage and Retail. The PCBP collaborates with the location operations leader on people and culture matters by providing both strategic and technical expertise and advice. Along with managing the overall location People and Culture function, the PCBP works closely with the Regional People and Culture Director (PCD) to communicate trends and utilize strategic planning tools and processes to analyze the business and recommend solutions. The PCBP is an on-site, visible, and engaged partner with Operations and has regular and direct contact, both personally and through their assigned People and Culture team, with operations management and team members. The PCBP is accountable for executing policies, procedures, and strategies as directed by the PCD, and to develop and administer local people and culture policies and programs unique to the location(s). Essential Functions: * Develops and maintains a position of trusted advisor to the location operations leader and regional operations leader. * Advises the location operations leader and operations managers on engagement, retention, training and performance management issues as they arise, and identifies trends and opportunities for improvement. * Establishes and nurtures a visible and positive People and Culture presence within the location(s) and among team members at all levels. * Directs the activities of assigned People and Culture team members to ensure team member relations issues are addressed before their magnitude necessitates escalation. * Establishes and maintains positive labor relations. Participates in arbitrations, grievances, and contract negotiations, and ensures operations managers understand their CBA. * Partners with Operations, Loss Prevention, Finance, and other departments to support operations' objectives. * Directs the full team member life cycle, from attraction and selection, onboarding to offboarding at the location(s). * Ensures People and Culture practices comply with company and legal requirements. Partners with Legal to resolve matters as needed. * Lead change initiatives that embrace our forward-thinking values and drive continuous improvement. * Promote a culture of continuous learning and development. * Regularly communicates with peers to collaborate on common changes and opportunities. * Regularly communicates with Regional People and Culture Director about the state of people and culture within assigned location(s). * Maintains knowledge of current trends, technical, regulatory, and statutory related to the People & Culture function to ensure delivery of appropriate advice and counsel. * Conducts confidential People and Culture investigations. * Ensures that all federal, state, local laws, collective bargaining agreements and center of excellence people and culture policies are proactively managed. * Administers individually or through the supervision of others all company and local people and culture policies. * Acts as a manager, mentor and primary resource to other People and Culture professionals in the region. Reporting Relationship: The Field People and Culture Business Partner II reports into the Regional People and Culture Director. Minimum Qualifications, Knowledge, Skills, and Work Environment: * The combination of educational and professional experience must exceed 7 years: * In a leadership role: Requires 3-5 years of experience leading a team of People and Culture professionals, executing People and Culture strategy, and maintaining team member relationships. * In a technical role: Requires 7-10 years of People and Culture experience * A bachelor's degree in a program related to the functional area can count for three of the seven-year requirement. * An MBA or a master's level degree in a program related to the functional area can count for an additional two years of the seven-year requirement. * In the industry: 3-5 years of Hospitality, Food, Beverage, and/or Retail experience preferred. * Specialized Training: * SHRM-SCP or HRCI-SPHR certification preferred * Advanced knowledge across multiple People and Culture areas, including but not limited to recruiting, team member relations, labor relations, training and development, and compensation. * Training that leads to an in-depth understanding of People and Culture * Training that leads to in-depth knowledge of state and federal employment regulations and statutes * Specialized Skillset/Competencies/Traits * Demonstrated history of creating and maintaining positive work environments through coaching, developing, and leading teams to achieve common goals. * Business acumen and mindset required to understand the long-term implications of People and Culture and to advance the organizational goals. * Requires the ability to analyze information to recommend resolutions to complex problems and strategic challenges * Requires demonstrated competency in the development of people and culture strategies and team member engagement * Requires the ability to speak, read and comprehend instructions, correspondence and policy documents, as well as converse comfortably with team members; excellent problem-solving and writing skills * Requires ability to build collaborative partnerships and experience working with other departments * Requires proficiency with HRIS and business software/systems and have expertise in preparing documents, spreadsheets and presentations * Requires flexibility and adaptability to manage multiple projects and manage remote direct reports, while maintaining focus on critical People and Culture processes * Requires the ability to lead and be a member of a team; ability to handle confidential matters with discretion * Travel: * May require up to 50% travel. Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates ("the Company"), is an equal opportunity employer. It is the Company's policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as "protected characteristics"). Nearest Major Market: Honolulu Nearest Secondary Market: Hawaii

Reporting to the Human Resources Manager, the Regional HR Business Partner aligns business objectives with employees and management in designated business units. This role serves as a consultant to management on Human Resource-related issues. This position acts as an employee champion and change agent. The role will assess and anticipate HR-related needs. This position communicates needs proactively with the HR department and business management and seeks to develop integrated solutions. This position formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the organization's business objectives. What you will do Serves as a day-to-day go-to resource for employees of assigned business units and/or employee population. Serves as liaison for Hunt Military Communities for HR functions, leads employee relations initiatives, manages HR projects, and creates and supports engagement and retention programs that meet the needs of the business. Manages and resolves complex employee relations issues for assigned portfolios. Conducts effective, thorough, and objective investigations. Maintains detailed and accurate documentation for all employee relations issues. Consults with management and leaders and provides HR guidance and recommendations. Provides day-to-day performance management recommendations to management and leaders (coaching, counseling, career development, disciplinary actions). Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reduces legal risks, and ensures regulatory compliance. Partners with the legal department as needed/required. Works closely with management and employees to improve work relationships, build morale, increase productivity, and drive engagement and retention. Monitors company disciplinary actions to ensure the consistent, uniform, and fair application of company policies and procedures across the division. Supports turnover initiatives for the division. Prepares exit interview forms, notifies appropriate personnel of terminations, and provides proper benefits and/or unemployment information to terminated employees as applicable. Partners with the entire HR team across Hunt Companies and develops and delivers meaningful solutions to drive business results. Provides HR Policy guidance and interpretation, and supports Directors and managers with the Corrective Action process. Creates and conducts onboarding New Hire Orientation Training programs for all associates and managers. Participates in the development and evaluation of training programs. Provides follow-up to ensure training objectives are met. Conducts Human Resources New Manager, Performance Management, and Corrective Action Training for all newly hired/promoted people managers within the division. Ensures compliance with local, state, and federal employment requirements. Stays current on recent federal, state, and case law changes and monitors labor law updates and newsletters for changes that may affect HR. Treats the sensitive employee data with the highest integrity and with strict confidentiality. Conducts and provides recommendations for Stay Interviews on high-turnover sites. Supports and manages the reasonable accommodation process, including ensuring the interactive process is completed and documented for all employee cases. Qualifications Bachelor's Degree an undergraduate degree from an accredited college or university with a focus in Human Resources, Administration, Management, or related field. Required or Master's Degree graduate degree Preferred Minimum of five to seven years' in progressive HR experience. Required Proven experience of being able to independently investigate, recommend, and resolve employee relations issues. Experience with HRIS systems and full cycle recruitment tools and resources. Required Must stay current on recent federal, state, and case law changes and understand the impact on HR. Strong written and verbal communication skills and ability to interact and follow up with all levels of the organization. Ability to adapt to a changing environment and support multiple clients. Ability to analyze/interpret data and take appropriate action. Strong interpersonal skills and ability to develop and maintain relationships internally. Requires a self-motivated, team player with excellent verbal and written communication skills who pays close attention to detail and who can prioritize in a fast-moving environment with excellent consulting, client management, and business literacy skills. Strong conflict management, interpersonal, and negotiation skills are required. Develop strong trusting relationships in order to gain support and achieve results. Effectively envision, develop, and implement new strategies to address competitive, complex business issues. Manage multiple business unit needs in multiple locations. Manage multiple conflicting priorities. Flexible and available to interact with employees at all levels. Self-directed and motivated. Takes initiative to identify and anticipate client needs and make recommendations for implementation. Ability to complete accurate and thorough documentation on investigations and meetings. Professional in Human Resources - PHR or SHRM-CP Preferred Senior Professional in Human Resources - SPHR or SHRM-SCP Preferred Compensation We are committed to offering competitive and equitable compensation. The hiring range for this position is generally between $89,300 - $114,200, exclusive of fringe benefits or potential bonuses. This position is also eligible for a performance bonus. Final salaries will be determined based on factors such as geographic location, skills, education, licenses, certifications, and/or experience. In addition to these factors - we believe in the importance of pay equity. Please keep in mind that the range mentioned above is the general Hiring Range for the role. Hiring at the top of the range is reserved for exceptionally qualified candidates. We consider internal and external factors as a part of every final offer. We also offer a generous total compensation and benefits package. Benefits A competitive salary is only one part of your total rewards. We also offer a comprehensive benefits package, including paid time off, medical, dental, life and disability insurance, HSA/FSA accounts, retirement, rewards programs, and so much more! Click Here for Benefits Overview ******************************************************** You must be able to pass a drug, background screen and physical abilities test/motor vehicle record check (if one is required per the position). EEO/ADA The Company and its affiliates provides equal employment opportunity to all individuals regardless of their race, color, creed, religion, gender, age, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by state, federal, or local law. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. #ZRHMH #INDHUNT

Mahalo for your interest in this role! Please see the full position description below and click Start Your Application when ready. For more information about DAWSON, please visit dawsonohana.com. DEPARTMENT: Corporate Administration, Sr. Human Resources Business Partner Salary - $95-$110k/annually REPORTS TO: HR Manager SUMMARY: Seasoned HR Business Partner with extensive experience supporting government contractors by aligning workforce strategies with organizational goals. Skilled in employee relations, compliance with federal regulations, talent management, and organizational development. Adept at partnering with leadership to drive performance, foster engagement, and ensure HR practices meet both contractual and regulatory requirements. Proven ability to navigate complex environments while delivering strategic solutions that strengthen organizational effectiveness and support mission success. DUTIES AND RESPONSIBILITIES: Serve as the main HR point of contact to operations leadership team and operate as a trusted business partner by providing cross-functional HR advice, counsel and problem-solving. Educating managers on making well-informed, data-driven compensation decisions that align with business goals Partnering with other complex organizational Business Units and Corporate functions and contributing to People Team initiatives and priorities. Understanding legal requirements and ensuring compliance with local, state, and federal labor laws Partner with the operations leadership to develop a strategic and high-performing workforce. Facilitating annual performance management activities, including goal setting, feedback delivery and development planning. Proactively identify employee-relations issues and partner with the operations team to mitigate and seek resolution. Recommend programs and/or approaches to attract qualified candidates and retain current employees. Administer, communicate, and enforce company-wide human resources policies, procedures, and practices in accordance with stated corporate objectives and federal and state requirements. Effectively manage personnel data in human resources information systems and financial systems, ensuring data integrity in all systems and throughout the employee life cycle. Performs other related duties as assigned. SUPERVISORY RESPONSIBILITIES: This position has supervisory responsibilities QUALIFICATIONS: Bachelor's Degree (BA) from a four-year college or university, or eight to ten years of related experience and/or training, or equivalent combination of education and experience. Must have at least 3-5 years of experience handling Collective Bargaining Agreements (CBA), Service Contract Act (SCA), and Davis Bacon Act (DBA) employment matters. PHR, SPHR, SHRM CP, or SHRM - SCP highly preferred Intermediate to Expert level experience with Microsoft Office Suite Experience to demonstrate knowledge of employment laws (EEO, ADA, AA, FMLA, etc.) and other regulatory and statutory requirements. Strong knowledge of Hawaii labor laws. Strong interpersonal skills: demonstrated ability to quickly develop a rapport, garner trust and respect of business unit leaders. Builds and maintains strong working partnerships and enhance relationships with a collaborative and consultative approach. Excellent problem-solving skills; demonstrated ability to identify root cause issues, frame issues in context, and design solutions to align with the highest priorities of the business. Excellent time management skills. The ability to manage time effectively against the day-to-day operations and long-term strategic organization and department goals. Ability to use good judgment to make timely and strategic decisions Travel: Some required Hybrid. The first 4-5 months require 5 days a week in the office. After this, the role has the possibility to be at least 3 days in the office and 2 days of telework. Some travel may be required up to 10%. PHYSICAL DEMANDS AND WORK ENVIRONMENT: Occasionally required to stand Occasionally required to walk Frequently required to sit Continually required to utilize hand and finger dexterity Continually required to talk or hear While performing the duties of this job, the noise level in the work environment is usually quiet Specific vision abilities required by this job include: Close vision; Distance vision; Color vision; Peripheral vision DAWSON is an Equal Opportunity/VEVRAA federal contractor. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, disability status, protected veteran status, or any other characteristic protected by law. DAWSON offers a best-in-class benefits program including medical, dental, and vision insurance; a 401(k) program with employer match; paid vacation and sick leave; employer-paid basic life and AD&D insurance; an Employee Assistance Program; and a flexible work environment. Additionally, employees can choose from several voluntary benefits including critical illness coverage; accident insurance; identity theft coverage; pet insurance, and more. DAWSON gives preference to internal candidates. If no internal candidate meets our qualifications, external candidates will be given consideration.

The Institute of Native Pacific Education and Culture, fondly known as INPEACE, empowers communities-from the ground up. From pre-natal education to small business workshops, we nurture growing families through Hawaiian culture-based early learning education and promote community strengthening through educational equity, teacher development, and family economic capacity building programs Job Description Under the direction of the Chief Operating Officer, the Director of Human Resources is responsible for the overall administration of all human resource functions and is responsible for the planning and implementation of INPEACE's risk management program. Additionally, this position is responsible for developing and executing human resource strategy in support of the INPEACE's overall mission and strategic direction, of the organization specifically in the areas of worker's compensation, general liability claims, and the development and implementation of initiatives, strategies, and procedures to reduce loss costs. The position will: Develop and implement a strategic human resource HR development plan, as well as policies and procedures that define human resource roles. Oversee payroll processing, benefits administration, and performance management. Maintain and ensure an effective program of compliance with all laws and regulations related to HR. Responsible for identifying potential causes of organizational accidents or loss and recommending and implementing preventative measures. Will develop and implement safety HR and Risk Management policies and practices to be used within the organization. Qualifications Minimum Qualifications: Bachelor's degree in Business Administration, Human Resources, or a related field from a four-year university required. 5+ years of Human Resources experience at a medium-sized, multi-site organization. At least 5 years of managerial experience. 10 or more years of progressive Human Resources experience at a medium-sized, multi-site organization. Master's Degree in Business Administration preferred. Preferred Experience: Master's Degree in Business Administration preferred. Posses human resource knowledge and expertise to guide and counsel human resource decisions. Ability to analyze problems, develop effective solutions, and resolve problems within the Hawaiian cultural context. Knowledge and experience administering risk management and loss prevention programs. Knowledge and sensitivity to the interests and needs of families in Native Hawaiian communities. Additional Information All your information will be kept confidential according to EEO guidelines.

The expected pay range for our Human Resources (HR) Manager in Keaau, Hawaii is $81,200 to $118,500 a year plus bonus. The pay is determined by several factors, including but not limited to location, job-related skills, qualifications, experience, education, internal equity, and other factors relevant to the job. HPM Building Supply is hiring a Human Resources (HR) Operations Manager in Keaau, Hawaii. Aligned with HPM's core values of Heart, Character, and Growth, the HR Operations Manager ensures accurate, compliant, and efficient HR operations across payroll, HRIS, and administration. The HR Operations Manager oversees biweekly payroll, timekeeping, reporting, and data integrity; supervises the Payroll Administrator II and HR Assistant; and drives process improvements, HR data administration, and audit readiness. Partners closely with Finance and the Employee Relations Manager to deliver timely, reliable HR data and a seamless owner-employee experience. QUALIFICATIONS * Minimum six to eight years of human resources or payroll experience * Valid driver's license required * Five years managing and supervising staff * Bachelor's degree in Human Resources, Business Administration or related field is preferred * Senior-level professional certification in HR strongly desired (e.g., SPHR, SHRM-SCP); must acquire within first two years of employment if not already acquired * Knowledge of Davis-Bacon Act compliance and prevailing wage regulations strongly preferred OUR BENEFITS * Medical (including prescription drug, vision and chiropractor/massage/acupuncture or Health Reimbursement Account ($2,400 a year) * Dental (with ortho coverage for employee and dependents) * PTO (15 days a year) + up to 5 additional days of Well Being Leave * Basic Life/AD&D coverage * Long-term disability * Health and Dependent Care Flexible Spending Plans * 401(k) Plan * Employee Stock Ownership Plan (ESOP) * AFLAC voluntary insurance and more! ARE YOU READY TO JOIN OUR TEAM? If you feel that you would be right for this Human Resources (HR) Operations Manager position, complete our initial application. We look forward to hearing from you! ABOUT HPM HAWAII HPM Building Supply has been helping Hawai'i build and live better for over a century. HPM serves the home improvement market and building industry statewide through its retail stores, building supply and lumber yards, Home Design Centers, roofing and manufacturing facilities, corporate offices, and U.S. West Coast Consolidation Facility spanning 18 locations across Hawai'i Island, Maui, Lāna'i, O'ahu, Kaua'i, and Washington state. HPM is also the parent company of Truss Systems by HPM and HPM Tech. As a local, 100% employee-owned company, we strive to enhance homes, improve lives, and transform communities by living our core values of Heart, Character, and Growth. Join HPM and become an owner! #ZR

Why work at ELCCO? ELCCO Inc. is an industry-leading electrical contractor dedicated to creating exceptional experiences for our employees, customers, and communities. We believe that when our people thrive, our projects and our islands do too. As a proud recipient of Hawaii's Best Places to Work award, we take pride in being an employer of choice - where teamwork, growth and purpose power everything we do. About the Role We're looking for a hands-on, strategic HR Manager to lead our people operations and strengthen a culture built on teamwork, growth, and solutions. You'll manage the full employee lifecycle - from recruiting and onboarding to development, compliance, and compensation - while ensuring we remain an employer of choice in Hawai‘i's electrical construction industry. What You'll Do Talent Acquisition & Workforce Planning Partner with business units to forecast labor needs across field and office teams. Lead full-cycle recruiting: requisitions, postings, screening, interviewing, offers, and onboarding. Build and maintain partnerships with local schools, workforce programs, and community organizations for career fairs. Onboarding, Development & Culture Design and deliver engaging onboarding and orientation programs for field and office employees. Coordinate training initiatives, including our apprenticeship program, safety, leadership, and technical development programs. Support leadership development and career progression pathways using the company's LMS. Reinforce company values through engagement, recognition, and communication initiatives. HR Operations, Compliance & Policies Maintain HRIS data integrity and ensure compliance with all Hawai‘i and federal labor laws. Administer employee benefits, Workers' Comp, leaves of absence, and policy updates. Manage documentation and investigations for corrective actions, ensuring fairness and consistency. Ensure OSHA, I-9, EEO, FMLA/HFML, and ADA compliance across all employee processes. Compensation Planning & Administration Lead annual compensation review cycles, including salary benchmarking and merit adjustments. Partner with leadership to design competitive pay structures for field and office roles. Analyze market data to maintain internal equity and external competitiveness. Develop and maintain job descriptions, pay grades, and career levels. Provide guidance to managers on pay decisions, promotions, and performance-based incentives. Support bonus planning, profit-sharing, and recognition programs aligned with company goals. Employee Relations & Performance Act as a trusted advisor to managers and employees, coaching through performance. Mediate workplace conflicts and provide fair, confidential resolution support. Drive performance review cycles, coaching leaders to deliver effective feedback and development plans. Safety, Risk & Compliance Partnership Partner with the Safety team to ensure all employees meet training and certification requirements. Track and analyze safety incidents and trends; assist in return-to-work coordination. HR Metrics & Continuous Improvement Develop and maintain dashboards for headcount, turnover, time-to-fill, safety compliance, and training metrics. Recommend and implement process improvements to streamline HR workflows. Use data insights to guide workforce planning, retention, and engagement strategies. What You'll Bring • 5+ years of progressive HR experience, including generalist or HRBP responsibilities. • Demonstrated experience in compensation planning and salary benchmarking. • Working knowledge of Hawai‘i and federal employment laws. • Strong recruiting experience, ideally in construction, trades, or field-based operations. • Excellent communication, discretion, and problem-solving skills. • Proficiency with HRIS/ATS platforms, reporting tools, and data analytics. Preferred: • SHRM-CP, SHRM-SCP, or PHR/SPHR certification. • Experience with learning management systems (LMS) and workforce development programs. We offer competitive pay with a performance bonus, as well as a comprehensive benefits package. Please see our career page for more information on our benefits. ELCCO is an equal opportunity employer and does not discriminate against any employee or applicant for employment based on race, color, religion, national origin, age, gender, sex, ancestry, citizenship status, mental or physical disability, genetic information, sexual orientation, veteran status, or military status.

Helps drive company values and philosophy and ensures all training and development activities are strategically linked to the organization's mission and vision. Specializes in performance development and learning delivery of brand and service-related topics. Plans and executes key learning delivery and leadership development activities. Facilitates and/or delivers specified on-property training, including core required training and brand training for hourly associates, supervisors, and leaders. Acts as subject matter expert on brand and leadership development tools and resources, educating all leaders on their resources and assisting in their development as requested/appropriate. Monitors compliance of all required training, including training programs for new hires, brand training initiatives, and works directly with HR and Operations Leaders to drive compliance for all required training. Understands and utilizes learning technology platforms and oversees Learning Coordinator responsibilities to support the hotel's training needs. Verifies programs/processes are effectively implemented to accomplish objectives in alignment with broader business objectives. Conducts needs assessments, partners with continent learning team to identify appropriate programming and facilitates the delivery of both custom and corporate training programs. Participates fully in the Field Trainer Network and partners with the continent Learning organization to verify updated programs and processes are pulled through for the hotel. Measures the effectiveness of training to ensure a return on investment. CANDIDATE PROFILE Education and Experience • 2-year degree from an accredited university in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, or related major; 2 years experience in the human resources or related professional area; certified trainer. OR • 4-year bachelor's degree in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, or related major; certified trainer; no work experience required. CORE WORK ACTIVITIES Administering Employee Training Programs • Promotes and informs employees about all training programs. • Displays leadership in guest hospitality, exemplifies excellent customer service and creates a positive atmosphere for guest relations. • Helps employees identify specific behaviors that will contribute to service excellence. • Ensures employees receive on-going training to understand guest expectations. • Uses effective training methods to ensure employees have a good understanding of guest satisfaction and can demonstrate guest satisfaction skills. • Observes service behaviors of employees and provides feedback to individuals and/or managers. • Participates fully in the Field Trainer Network hosted by the continent Learning team. • Supports or oversees Learning Coordinator responsibilities to support the hotel's learners • Understands role and functionality of the digital learning platform, including impersonation, assignments and reporting capabilities. • Stays current on learning technology enhancements and new learning program launches. • Coordinates required training programs, including identification of participants and periodic follow-up for completing, when appropriate. • Delivers training to promote transfer of knowledge according to program learning objectives. • Thoroughly prepares for each learning event (in-person or virtual) and demonstrates a mastery of content knowledge. • Creates an environment that enables maximum learning by employing adult leaning principles. • Demonstrates knowledge of the uniqueness of each audience, including delivery adjustment to the various learning styles represented, as well as for any special needs that could affect the learning. • Verifies participants receive the appropriate property and company orientation, understand program materials, and build relationships with property leadership team. Evaluating Training Programs Effectiveness • Monitors enrollment and attendance at training classes. Logs attendance within associate record. • Meets regularly with participants to assess progress and address concerns. • Partners with operational leaders to assess if employees demonstrate effective technical and leadership skills. • Reviews comment cards, guest satisfaction results and other data to identify areas of improvement. • Measures transfer of learning from training courses to the operation. • Ensures adult learning principles are incorporated into training programs. • Aligns current training and development programs to effectively impact key business indicators. • Verifies that management and non-management training programs are conducted in accordance with standard operating procedures. Managing Associate Training Program • Identifies performance gaps and works with managers to develop and implement appropriate training to improve performance. • Makes any necessary adjustments to training methodology and/or re-trains as appropriate. • Aligns current training and development programs to effectively impact key business indicators. • Establishes guidelines so employees understand expectations and parameters. • Incorporates guest satisfaction as a component of departmental meetings with a focus on continuous improvement. • Leverages continent learning team for learning programs and resources to meet hotel specific needs. • Delivers specific training to improve service performance. • Demonstrates mastery of brand acumen for the brand supported by understanding brand pillars, modeling the behavior, and holding others accountable. Managing Training Budgets • Participates in the development of the Training budget as required. • Manages budget in alignment with Human Resources and property financial goals. • Manages department controllable expenses to achieve or exceed budgeted goals. At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

Located on the sun-drenched Kohala Coast, on sacred land marked by royal fishponds, natural lava plains, lush tropical gardens, and alluring beaches, Mauna Lani - meaning "mountain reaching heaven" - is an inspiring spiritual haven, defining a new era of experiential luxury on the Island of Hawaii. A resort for the generations, with contemporary guest rooms, suites, and private residences, CanoeHouse oceanfront dining, three distinct pools, a signature spa and wellness haven, and Kainalu Ocean Sports program, set the tone for transformational experiences and enriching cultural immersion. For more information: auberge.com/mauna-lani Follow Mauna Lani on Facebook and Instagram @MaunaLaniAuberge Job Description The base annual salary range for this position is $180k - $220k. As Mauna Lani's Director of Talent & Culture, you will oversee recruitment, guide the interpretation of labor contracts, and support leaders with counseling, performance management, and policy administration. You'll foster positive employee relations, ensure compliance with labor laws, manage benefits, and support training and development initiatives. As a member of the Executive Committee, you'll partner with hotel leadership to align talent strategies with organizational goals and help cultivate an engaging, people-focused workplace. * Advise managers on HR matters, including counseling, investigations, and disciplinary processes. * Ensure compliance with labor laws, handle EEOC, NLRB, and Wage and Hour issues. * Create and implement hotel policies to ensure compliance, fairness, and consistency. * Manage labor relations, including contract negotiations and grievance procedures. * Coordinate community relations projects and employee recognition programs. * Oversee comprehensive training and development programs, as well as key compliance and company-wide initiatives. * Lead recruitment efforts, including management candidate interviews and union placements. * Administer benefits, including workers' compensation, 401(k), pension plans, and FMLA compliance. * Participate in management meetings and community relations functions. * Manage special projects such as wage increases, performance reviews, and handbook revisions. Qualifications * Demonstrated history of building a winning team * Demonstrated HR leadership experience and capability * 5 years of progressive HR experience * Strong HRIS/HCM/Payroll system experience Additional Information Auberge Collection is a portfolio of extraordinary hotels, residences, and private clubs. While each property is unique, all share a crafted approach to luxury and bring the soul of the locale to life through captivating design, exceptional cuisine and spas, and gracious yet unobtrusive service. With hotels across three continents, Auberge invites guests to create unforgettable stories in some of the world's most desirable destinations. Please visit auberge.com to learn more about our Collection. Follow us on Instagram, TikTok, LinkedIn, Facebook, and Pinterest: @Auberge and #AlwaysAuberge. DHL Mahi Staffing, LLC is an Equal Opportunity Employer, M/F/D/V. DHL Mahi Staffing, LLC provides equal employment opportunities (EEO) to all team members and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, DHL Mahi Staffing, LLC complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Human Resources Business Partner (Employee Labor Relations) Classification: Exempt Department: Human Resources Reports To: Director of Human Resources As a Human Resources Business Partner (HRBP), you will serve as a thoughtful and tactical business partner by ensuring compliance and collaboration. Promotes and maintains relationships with managers, employees and union representatives. Oversees policy administration and specialty areas of human resources which may include talent acquisition, employee and labor relations, compensation administration, and leave administration. The HRBP will also be involved in projects and initiatives that support HR process improvement solutions and enhanced programs and services. Starting range: $83,000 - $94,402.71/year. Actual wage is dependent on the applicant's relevant experience and qualifications for this position. The wage range for this position may be subject to change in the future depending on a variety of factors such as market conditions, business needs, legal developments, and other appropriate factors. REQUIRED QUALIFICATIONS: Education: * Bachelor's Degree in Human Resources or a business related field. Skills/Experience: * Five (5) years of progressive HR experience in labor and/or employee relations * Ability to communicate clearly and concisely to all organizational levels, both verbally and in writing. * Excellent interpersonal and coaching skills to effectively establish and maintain working relationships with potential candidates and all levels of the organization. * Must be able to demonstrate strong analytical, problem-solving and decision-making * High degree of competency in HRIS software * Proficient leadership and strategic thinking.. * Maintains a high level of confidentiality and ethics. * Excellent organizational skills. * Knowledgeable and ability to work in Google Suite PREFERRED QUALIFICATIONS: Education: * Master's degree in Human Resources or related field Skills/Experience: * SHRM-CP or PHR preferred CORE VALUES Our team models REHAB's core values H.E.A.R.T. in daily actions. Honesty - Speak and act with truth and respect. Engagement - Embrace and commit to our mission, vision and values. Aloha - Serve others with a spirit of kindness and compassion. Resilience - Rebound and recover with a sense of urgency. Teamwork - Work together for success. ESSENTIAL JOB FUNCTIONS * Oversees the administration of the CBA and resolution of labor relations matters (e.g., grievances, unfair labor practices, focus groups, discussions, investigations, etc.) * Acts as liaison between management and union agents, focusing on dispute resolution and contract interpretation * Design, develop and administer HR policies, procedures and practices to ensure compliance with the CBA and all applicable state and federal laws. Partners with and trains managers and employees to ensure compliance. * Addresses employee concerns by conducting timely investigations and partners with leaders to find effective solutions. * Responsible for the tracking, education and oversight of the disciplinary action process. * Represents the organization in unemployment or labor dispute hearings. * Fosters positive relationships and open communication with managers, employees and union representatives. * Develop and implement employee recognition programs and initiatives. * Establish and implement systems and audits to efficiently and accurately manage records and prepare statistical reports/data for administrative and regulatory purposes. * Support with recruitment, onboarding, compensation and leave administration. * Actively participates and collaborates in HR projects. * Uses sound judgment and ensures patient safety. * Follows and adheres to all organizational and departmental policies and guidelines, code of conduct, and REHAB employee handbook. * Performs other duties as assigned. PROFESSIONALISM AND COMPLIANCE COMPETENCIES Maintain a high level of proficiency in the following REHAB competencies. Job Knowledge Accountability Communication and interpersonal/relationship building skills Adaptability and problem solving, decision making Organization and project management EQUIPMENT, TOOLS, WORK AIDS USED Office equipment, including telephone, computer and multifunction devices (MFDs). Google's G Suite, report writer and database software.

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Under the general direction of the Director of Human Resources, assists in the development and maintenance of effective management and utilization of human resources in compliance with federal, state laws and regulations. Serves as the primary resource for the Human Resources function. Administers, develops, implements and coordinates policies and programs encompassing compensation administration, benefits, employment, training, safety and health, employee and management relations, and employee events and services. Manages the administrative function of the payroll process. ESSENTIAL DUTIES AND RESPONSIBILITIES Benefits Administration - Provides control and oversight of the administration of all benefits plans at HDS. Oversees processing of required documents to ensure accurate record keeping and proper deductions. Monitors and coordinates work with other departments such as financial reporting for payroll processing audit and benefits plan audit; as well as with all other departments at HDS as needed. HR Administration - Responsible for all aspects of recruitment and the onboarding process. Prepares and maintains documentation for annual HR reporting (EEO1, VETS 100, AAP, OSHA, etc.). Maintains records, procedures, and systems for control and reporting of human resources transactions and data, and prepares regular status reports. HRIS - Continuous implementation of technology solutions that help to streamline and automate HR processes. Implement process improvements and policy changes designed to improve efficiency and the user experience with software systems. Ensures security, end-user access, and data integrity across all HR platforms. Maintains HR section of the company intranet. HR Administration - Responsible for all aspects of recruitment and the onboarding process. Prepares and maintains documentation for annual HR reporting (EEO1, VETS 100, AAP, OSHA, etc.). Maintains records, procedures, and systems for control and reporting of human resources transactions and data, and prepares regular status reports. Payroll - Responsible for administration of the payroll process. Prepares and oversees all employment information for input to payroll system. Ensures processing of payroll and payroll related benefits programs. Verifies accuracy of payroll. Oversees the maintenance and enhancement of ADP Workforce Now. Training & Development Administration - Assists with maintenance and coordination of all training and development programs/activities. Oversees maintenance and enhancement of the Performance Review Management System and Learning Management System. Recognition & Motivation Administration - Develops, implements and maintains employee activities, including activities that are related to benefits; training and development; etc. Compensation Administration - Conduct company salary reviews; may conduct salary surveys for market information. Assists with administration of the company wide incentive program. Employee Relations - Facilitates and/or provides counseling and problem reconciliation including but not limited to corrective action with managers and employees. Assists with the design, writing, maintenance and production of departmental manuals, including but not limited to standards of operation, flow chart and user processing manuals. Other Duties & Responsibilities Analyze effectiveness of work processes and propose recommendations for enhancements. Develops or recommends new or revised policies, procedures, and forms as necessary. Assists management staff with administrative HR needs in the absence of the Director of HR MINIMUM QUALIFICATIONS AND EXPERIENCE Education Bachelor's degree in business administration or an equivalent combination of education, training or working experience. Experience Three (3) to five (5) years progressively responsible human resources generalist administration experience. Licenses/Certification PHR Certification or SHRM-CP preferred, but not required. Skills and Knowledge Ability to handle confidential and sensitive issues and materials. Ability to organize, analyze and problem-solve somewhat complex problems. Ability to handle multiple tasks, and prioritize with distractions and with attention to details. Ability to communicate both orally and in writing with all levels of staff, customers, consultants/brokers, and vendors on sensitive matters. Technical knowledge to understand computer applications for problem-solving and answering staff questions (prefer Windows, Word, Excel, and PowerPoint). Note : The above 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 of all duties, responsibilities, and qualification of employees assigned to this job. Hawaii Dental Service 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.

Our client is currently seeking an HR Generalist for our Kunia site in Hawaii. This role will work collaboratively with the Hawaii HR Lead to provide HR leadership to a 300+ person agricultural operation at 2 locations on Oahu. The ideal candidate will be able to provide full service HR support and find success in coaching managers and employees, helping to develop and implement HR strategy and direction in support of business needs and ongoing operations, while ensuring positive employee relations. Key Accountabilities: Develop effective relationships with key business leaders, HR team and people managers. Gain a clear understanding of current and future business strategies in order to define and implement effective people strategies. Demonstrate proactive leadership during rollout of key HR initiatives and organizational change efforts. Ensure effective application of all basic HR processes including performance reviews, incentive planning and talent reviews/succession planning. Partner with appropriate HR specialist teams to deliver HR operational excellence. This includes staffing, compensation, organizational development, and benefits. Assist in developing and implementing diversity and leadership development efforts. Develop strong customer focus by providing frequent communication, responding to employee requests and ensuring fairness in application of policy and process. Assist the organization in creating and maintaining a Great Place to Work by interacting with and engaging a large non-exempt population and addressing morale and organization issues through partnership with employees and candid counsel to leaders. Lead all stages of seasonal staffing process for both locations. Assist with building first line supervisory strength through active recruiting, development, training, and performance review processes Develop strong supervisor to employee relations by providing frequent communication, responding to employee feedback and ensuring fairness in the workplace. Qualifications: Requirements: Bachelor's degree in HR or related field. Masters Degree preferred. Minimum 5 years progressive Human Resources experience. Ilocano and/or Tagalog language skills preferred Ability to partner with management to determine HR implications of business strategy and plan actions accordingly. Strong employee relations skills and willingness to interact closely with large non-exempt population Working knowledge of general HR policies/procedures, as well as local, state and federal employment laws. Flexible and able to respond quickly to changing job demands and prioritize multiple responsibilities. Strong organizational skills with attention to detail. Excellent communication skills across all levels of the organization. Ability to analyze information and make decisions quickly and accurately. Ability to work comfortably and influence all levels of a diverse organization. Ability to work well in a highly matrixed environment. Ability to travel 10%

Located on the sun-drenched Kohala Coast, on sacred land marked by royal fishponds, natural lava plains, lush tropical gardens, and alluring beaches, Mauna Lani - meaning “mountain reaching heaven” - is an inspiring spiritual haven, defining a new era of experiential luxury on the Island of Hawaii. A resort for the generations, with contemporary guest rooms, suites, and private residences, CanoeHouse oceanfront dining, three distinct pools, a signature spa and wellness haven, and Kainalu Ocean Sports program, set the tone for transformational experiences and enriching cultural immersion. For more information: auberge.com/mauna-lani Follow Mauna Lani on Facebook and Instagram @MaunaLaniAuberge Job Description The base annual salary range for this position is $180k - $220k. As Mauna Lani's Director of Talent & Culture, you will oversee recruitment, guide the interpretation of labor contracts, and support leaders with counseling, performance management, and policy administration. You'll foster positive employee relations, ensure compliance with labor laws, manage benefits, and support training and development initiatives. As a member of the Executive Committee, you'll partner with hotel leadership to align talent strategies with organizational goals and help cultivate an engaging, people-focused workplace. Advise managers on HR matters, including counseling, investigations, and disciplinary processes. Ensure compliance with labor laws, handle EEOC, NLRB, and Wage and Hour issues. Create and implement hotel policies to ensure compliance, fairness, and consistency. Manage labor relations, including contract negotiations and grievance procedures. Coordinate community relations projects and employee recognition programs. Oversee comprehensive training and development programs, as well as key compliance and company-wide initiatives. Lead recruitment efforts, including management candidate interviews and union placements. Administer benefits, including workers' compensation, 401(k), pension plans, and FMLA compliance. Participate in management meetings and community relations functions. Manage special projects such as wage increases, performance reviews, and handbook revisions. Qualifications Demonstrated history of building a winning team Demonstrated HR leadership experience and capability 5 years of progressive HR experience Strong HRIS/HCM/Payroll system experience Additional Information Auberge Collection is a portfolio of extraordinary hotels, residences, and private clubs. While each property is unique, all share a crafted approach to luxury and bring the soul of the locale to life through captivating design, exceptional cuisine and spas, and gracious yet unobtrusive service. With hotels across three continents, Auberge invites guests to create unforgettable stories in some of the world's most desirable destinations. Please visit auberge.com to learn more about our Collection. Follow us on Instagram, TikTok, LinkedIn, Facebook, and Pinterest: @Auberge and #AlwaysAuberge. DHL Mahi Staffing, LLC is an Equal Opportunity Employer, M/F/D/V. DHL Mahi Staffing, LLC provides equal employment opportunities (EEO) to all team members and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, DHL Mahi Staffing, LLC complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.