Human resources business partner jobs in Hawaii

Department: Human Resources Employment Type: Full Time Reporting To: Chief Human Resources Officer Compensation: $106,779 - $129,799 / year Description Lead with Purpose. Empower People. Shape the Future of Astronomy. Join W. M. Keck Observatory as our next Senior HR Business Partner. Are you a hands-on HR professional who thrives on collaboration, relationship-building, and delivering meaningful support across all areas of human resources? Do you bring both strategy and service to your work, grounded in values of stewardship and community? If so, we invite you to bring your expertise to W. M. Keck Observatory and help us shape the employee experience that supports scientific discovery at the highest level. If you're ready to bring your HR expertise to a world-class scientific institution, and make an impact where the sky is not the limit? Apply now and help us support the people who explore the universe. Why Choose W. M. Keck Observatory: * Competitive salary starting between $106,779and $129,799, based on experience. * Generous benefits package, including 4 weeks of annual paid vacation. * Robust retirement benefit with an 8% employer contribution and 4% employee contribution. * Tuition assistance for dependent children in grades K-12 attending independent schools on Hawai'i Island. * Employer-provided health insurance, offering a range of coverage options tailored to individual and family preferences. * Be part of a mission-driven team working at the frontiers of astronomy. About the Role: As Senior HR Business Partner, you'll co-lead core HR operations and partner across departments to support our talented and diverse staff. From organizational development to employee relations and policy implementation, you'll be a key driver of an inclusive and supportive workplace culture. This is a highly collaborative, hands-on role that blends tactical execution with strategic insight. Required Qualifications: * Bachelor's degree in human resources, business administration, or a technical field from an accredited four-year college or university. Equivalent experience or a combination of education and experience will also be considered. * Eight (8) years of progressively responsible experience in human resource administration, with a strong working knowledge of multiple HR disciplines including compensation, organizational development, employee relations, diversity, and performance management. * Experience in both strategic planning and hands-on HR operations is required, preferably in smaller organizations or environments requiring cross-functional collaboration. * Proven experience creating a culture of engagement, collaboration, and teamwork. * Capable of compiling and analyzing data to guide strategic planning and decision making. * Proven ability to engage others in cross-functional collaboration and lead organizational change initiatives. * Outstanding skills in employee development, relations, and engagement, with a focus on fostering an inclusive and positive work environment. * Comfortable and effective in interactions with employees at all levels: accessible, approachable, open-minded, understanding, constructive, and trustworthy. * Forward-thinking, and decisive, with a high degree of integrity, ethical standards, and a professional image. * Strong mentoring and coaching abilities, with experience supporting junior HR staff and managers. * Ability to effectively deliver impactful presentations and training sessions. * Comprehensive knowledge of Hawaii State and Federal labor laws and related regulatory compliance. * Proficient with Microsoft Office Suite and HR-related software (e.g. HRIS, and applicant tracking system). * Certification in Human Resources - SPHR/PHR, SHRM-SCP/SHRM-CP or GPHR. * Valid driver's license and clean driving record.

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $147,000/year to $213,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

Job Posting Title HR Business Partner Employee Type Regular Recruiting Start Date 11-13-2025 Job Exempt? Yes Recruiting End Date Open Until Filled Aloha mai! Mahalo for your interest in Kamehameha Schools. If you are looking for an opportunity to utilize your skills and talents and grow in your profession, while serving and strengthening our Native Hawaiian community, we would love to have you join our ʻohana! Job Summary Consults with leaders to provide HR counsel, resolve complex employee relations issues, and improve work relationships and environment. Providing guidance on people and workforce strategies, the HRBP supports the business unit in achieving organizational goals and strategic initiatives. The HRBP forms intentional cross-functional partnerships within HR to deliver value-added services and solutions to enhance management and employee experiences across the organization. Essential Responsibilities Consultation Serves as the primary HR point of contact for the department with line and senior management, providing HR guidance and interpretation. Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions). Consults managers in formulating and executing proposed adjustments for new hires, promotions, and transfers, ensuring alignment with organizational policies and best practices. Partners with managers to facilitate team-based interventions to promote high performance E Ola! Culture. Provides individual coaching as needed. Collaboration & Influence Partners with management (and other HR partners) to align people strategies with unit goals, as well as the overarching organization's mission, identifying skills/talent needs for short-, mid-, and long-term success. Collaborates with Talent Management to provide strategic guidance to leaders on goal setting, coaching, and the creation of individual performance development plans. Designs interventions, trainings, and programs to address employee development needs. Delivers training on a variety of topics to diverse audience. Data Analysis & Problem Solving Analyzes data to gain insights into workforce trends, engagement, and performance metrics. Engages with others, cross-functionally and collaboratively to make connections, test, and fortify data-informed insights and feedback to utilize in client engagements to address issues, formulate strategy or approaches. Utilizes data and insights to inform problem-solving and enhance manager effectiveness, designing responses, remedies, and programing, accordingly. Employee & Labor Relations Collaboratives with leaders to identify root causes of complex employee issues and develop targeted remedies. Diagnoses and addresses complex employee relations issues by conducting thorough and unbiased investigation, working with management on effective conflict resolution. Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed. Ensures fair and consistent application of policies and procedures to prevent breaches of federal, state, or local regulations. HR Initiatives & Special Projects Leads HR projects and initiatives aimed at advancing people strategies (e.g., reorganizations, workforce planning, succession planning), which involves conducting needs assessments, planning, engaging stakeholders, and implementing change management plans. Drives organizational change through effective communication, training, and modeling during transitions. Participates in evaluation and monitoring of programs to ensure objectives were met. Performs other duties as assigned. Position Requirements Minimum Qualifications - An equivalent combination of education and experience may substitute for the requirements listed. Bachelor's degree in human resources, business, or related field. Minimum 5 years of applicable experience. Understanding of federal and state employment laws and regulations, including but not limited to those pertaining to employment, discrimination, ADA, wage & hour, etc. Thorough knowledge of HR disciplines (i.e., employee relations, performance management, policy administration, workforce planning). Strong interpersonal, communication, presentation, and facilitation skills. Excellent organization and time management skills to handle competing priorities. Proficiency in technology and use of office applications. Must be able to uphold the highest level of confidentiality. Preferred Qualifications Industry certification (PHR, SHRM) Experience in an educational setting. Experience as a manager or supervisor. Experience working with a unionized workforce. Physical Requirements Frequently sits, perform desk-based computer tasks and grasp light or fine manipulation, talk or hear. Occasionally stand and/or walk, write by hand, and lift and/or carry, push and/or pull objects that weigh up to 10 pounds. Rarely twist, bend, stoop, squat, kneel, crawl, climb, reach or work above shoulder, or grasp forcefully. Working Conditions This position may involve traveling to various locations, including neighbor islands to conduct business. Work is conducted in an office environment and may require work to be conducted in non-standard workplaces. Work is typically conducted Monday through Friday at normal business hours. Ability to work evenings and weekends. Disclaimer: The above statements are intended to describe the general nature and level of work being performed by incumbents assigned to this job. This is not intended to be an exhaustive list of all the responsibilities, duties and skills required. The incumbent may be expected to perform other duties as assigned. For internal use only: #LI-CAR Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please contact us at *********** or ************ if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. KS does not accept unauthorized solicitations of candidate referrals from third-party vendors (i.e. Staffing Agencies, Executive Recruitment Firms). Any third-party vendor who has interest in supporting KS's recruiting efforts must be authorized by Human Resources prior to the vendor's candidate applying with KS. Work Year 12 Pay Range 115,600.00 - 165,000.00 Annual Compensation and Benefits Based on the compensation range provided below, salaries are commensurate with job-related experience, skills and competencies, education, internal equity, length of work year, and other organizational needs. At Kamehameha Schools (KS), we recognize that compensation is just one facet of a fulfilling employment experience. Our commitment lies in fostering a positive work environment and equipping employees with the necessary resources to excel every day. Our Total Rewards Program embodies KS's dedication to the physical, mental, and financial well-being of our employee ʻohana. Explore our comprehensive Benefits Summary for more information. Primary Location Hawaii Campus City, State Keaau, Hawaii Additional Locations

Ready to be pushed beyond what you think you're capable of? At Coinbase, our mission is to increase economic freedom in the world. It's a massive, ambitious opportunity that demands the best of us, every day, as we build the emerging onchain platform - and with it, the future global financial system. To achieve our mission, we're seeking a very specific candidate. We want someone who is passionate about our mission and who believes in the power of crypto and blockchain technology to update the financial system. We want someone who is eager to leave their mark on the world, who relishes the pressure and privilege of working with high caliber colleagues, and who actively seeks feedback to keep leveling up. We want someone who will run towards, not away from, solving the company's hardest problems. Our ******************************** is intense and isn't for everyone. But if you want to build the future alongside others who excel in their disciplines and expect the same from you, there's no better place to be. While many roles at Coinbase are remote-first, we are not remote-only. In-person participation is required throughout the year. Team and company-wide offsites are held multiple times annually to foster collaboration, connection, and alignment. Attendance is expected and fully supported. The HR Business Partner will support one or more functional teams playing a vital role in ensuring the functions they partner with are thriving and executing people programs at scale -- and, most importantly, translating business strategy into people & org strategy over time. As a key member of our People team, you will work closely with functional leaders on engagement, org health, performance management, employee development, diversity, policy, etc. You'll provide proactive guidance and counsel and will have the opportunity to improve and impact every employee's experience at Coinbase. Using data, combined with sound judgment and creativity, you'll directly influence the growth & scale of our organization. We're looking for an innovative person to help us continue to build a best in class team. *What you'll be doing (ie. job duties):* * Work with relevant stakeholders to help spearhead people programs and strategies that enhance our culture -- including performance management, compensation, talent development & feedback, employee engagement & retention, and internal communications. * Partner with functional leaders on org design, planning, and relevant people strategies at scale. * Regularly provide coaching/guidance on skill & professional development, career pathing and leveling, change management, and sensitive people situations. * Identify and advise leaders on the development needs of their teams and functions. * Approach people matters with an eye toward compliance and reducing risks; help build and apply HR policies and manage global employee relations issues. * Analyze trends & use data to develop people's insights and influence change. * Build excellent working relationships across the business and our People Team COEs. *What we look for in you (ie. job requirements):*** * Minimum of 7 years of relevant experience as a HR professional, chief of staff, or consultant. * Solid mindset and ability to create, improve, and execute on people processes and programs with efficient execution. * Proven stakeholder management skills with capability to navigate nuanced and elevated situations with poise and good judgment - separating signal from noise. * Data driven decision making experience or examples of analytical thinking patterns * Demonstrated skills in clear communication and escalation methods. * Comfortability with stepping into feedback conversations throughout all levels of the organization. * Ability to thrive in a fast-paced environment with ever-changing priorities. * Motivation to problem solve in an ambiguous environment. * Reputation for integrity, confidentiality, dedicated work ethic, and desire for ownership & accountability. P72558 *Pay Transparency Notice:* Depending on your work location, the target annual salary for this position can range as detailed below. Full time offers from Coinbase also include bonus eligibility + equity eligibility**+ benefits (including medical, dental, vision and 401(k)). Pay Range: $176,035-$207,100 USD Please be advised that each candidate may submit a maximum of four applications within any 30-day period. We encourage you to carefully evaluate how your skills and interests align with Coinbase's roles before applying. Commitment to Equal Opportunity Coinbase is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, sex, gender expression or identity, sexual orientation or any other basis protected by applicable law. Coinbase will also consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state and local law. For US applicants, you may view the *********************************************** in certain locations, as required by law. Coinbase is also committed to providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please contact us at accommodations*********************************** *Global Data Privacy Notice for Job Candidates and Applicants* Depending on your location, the General Data Protection Regulation (GDPR) and California Consumer Privacy Act (CCPA) may regulate the way we manage the data of job applicants. Our full notice outlining how data will be processed as part of the application procedure for applicable locations is available ********************************************************** By submitting your application, you are agreeing to our use and processing of your data as required. *AI Disclosure* For select roles, Coinbase is piloting an AI tool based on machine learning technologies to conduct initial screening interviews to qualified applicants. The tool simulates realistic interview scenarios and engages in dynamic conversation. A human recruiter will review your interview responses, provided in the form of a voice recording and/or transcript, to assess them against the qualifications and characteristics outlined in the job description. For select roles, Coinbase is also piloting an AI interview intelligence platform to transcribe and summarize interview notes, allowing our interviewers to fully focus on you as the candidate. *The above pilots are for testing purposes and Coinbase will not use AI to make decisions impacting employment*. To request a reasonable accommodation due to disability, please contact accommodations[at]coinbase.com

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

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.

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.

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.

Amentum has a unique opportunity for a Human Resources Business Partner to provide support to the Modernization & Training business line. The HRBP will deliver HR services in a timely, effective manner and will serve as a business partner to the Program Managers and leadership teams of the Indo-Pacific Programs. This position will partner with leadership to ensure optimal employee engagement and satisfaction and to foster a high-performance culture. The HRBP must be located on Oahu, Hawaii to provide in-person support. Essential duties and responsibilities include the following: Partner with the Program Managers and other levels of management to promote an inclusive working environment and support the development of the workforce. Implement human resources policy and best practices by driving change and serving as a business advocate. Work closely with the Talent Acquisition and Operations teams to assess recruiting needs and facilitate the onboarding process. Provide proactive direction and guidance to managers/employees on performance management (coaching, career development, counseling, and/or disciplinary actions), communications and training, employee relations issues, interpretation of federal and Hawaii employment laws, and company policies and procedures. Provide on-site support to program management and employees; recommend and implement actions to further enhance employee engagement and to address challenges to the employee population. Additional Duties: Investigate employee complaints/allegations by interviewing appropriate parties, gathering information, providing feedback as appropriate, making recommendations for corrective action to prevent recurrence of situation, and creating a report which ensures clarity and objectivity of the investigation. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Conduct stay and exit interview, identifying trends and strategies for retention Assist in identifying training needs for the program and deliver (or coordinate the delivery of) non-operational training Conduct group presentations to communicate company policy, processes, and/or annual company activities such as new employee orientation, benefits enrollment, etc. Facilitate program start-up activities as needed to include employee communications, briefings, orientation and onboarding, communication with management and other functional areas, system set-up, and other related activities The HRBP will work under minimal supervision. The candidate must demonstrate a superior ability to develop rapport at all levels of the organization and to collaborate across functional areas to work towards identified goals. Candidate must possess excellent communication skills and a demonstrated ability to work both independently and as a member of a team. Candidate must have the requisite skills and attitude to consult effectively with managers/supervisors. Strong facilitation, persuasion, and listening skills are a must. Candidate must have demonstrated ability to manage multiple and complex administrative processes; good judgment and the ability to analyze and problem-solve is required. Candidate must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. Candidate must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization. Minimum Requirements: Demonstrated experience in providing HR leadership and guidance to a diverse workforce Demonstrated experience in assessing and resolving a variety of employee relations issues, including conducting workplace investigations and responding to charges filed with state and federal agencies. Knowledge of human resources disciplines including recruiting, talent management, benefits, compensation practices, employee relations, training and development, and performance management Extensive knowledge of federal and Hawaii state employment laws. Good written communication skills, organizational skills, and ability to perform detail-oriented work are required. Proficiency with Microsoft office professional software and ability to easily adapt to new systems The ability to obtain and maintain a Secret clearance. Note: US Citizenship is required to obtain a Secret Clearance. Desired Qualifications: SPHR/PHR or SHRM-SCP/SHRM-CP certification Working knowledge of Deltek Costpoint and WorkDay HRIS systems Prior experience working in government contracting industry Active Secret clearance Compensation & Benefits HIRING SALARY RANGE: $110K - $125K (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant internal equity, and alignment with market data.) This position includes a competitive benefits package. For more detailed information on our Benefits and what it is like to work for Amentum: please visit our careers site: ********************** Amentum is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, sex, sexual orientation, pregnancy (including pregnancy, childbirth, breastfeeding, or medical conditions related to pregnancy, childbirth, or breastfeeding), age, ancestry, United States military or veteran status, color, religion, creed, marital or domestic partner status, medical condition, genetic information, national origin, citizenship status, low-income status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law. Learn more about your rights under Federal laws and supplemental language at Labor Laws Posters.

SPECIAL INTERNAL / EXTERNAL TYPE OF APPOINTMENT ISSUED: This position is excluded from the Educational Officers' Bargaining Unit and will be filled as a limited term temporary appointment. Probationary service credit and tenure are not granted for temporary appointments. 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 Officer III of the Investigations Section, the Human Resources Officer II: 1. Independently conducts administrative investigations involving (a) allegations of employee misconduct, discrimination, violations of BOE policies and DOE procedures/regulations, or other workplace rules and/or laws; (b) multiple allegations, harms, or adverse actions, voluminous amounts of information, and/or large numbers of witnesses; (c) determinations of suitability of current employees; and (d) travel off-site and/or to neighbor islands. Identifies issues to develop an investigation plan, interviews witnesses and reviews documents to obtain relevant information. Prepares investigation reports including factual findings of investigation, analysis of the information gathered, and reasonable conclusions (based on the factual findings) as to whether or not there is sufficient information to substantiate the allegations and determine whether there are violations of BOE policy, DOE procedures/regulations, or other workplace rules and/or laws. 2. Guides and assists districts, schools, and offices in investigations related to allegations of employee misconduct and/or violations of BOE policies, DOE procedures/regulations, or other workplace rules and/or laws. Develops, executes, and coordinates relevant training. 3. Conducts proactive audits of systems, records, and procedures to understand current state of the workforce; uses incident trend data to identify where targeted as well as broad-based intervention and training is required. Develops, coordinates, and executes, or may participate in the process of conducting relevant training. 4. Develops and recommends administrative policies, standard practices, guidelines, instructions, and proposed legislation to achieve compliance with various state and federal laws and consistent with the Department's goals and initiatives. 5. May be asked to advise the Board of Education, Superintendent, Deputy Superintendents, Assistant Superintendents, Complex Area Superintendents, Principals, Directors, Legislators, and other government officials regarding this program area or the section's operations and/or activities. 6. 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 a specialization in human resource management, or with specialization in management which included course work in personnel administration and industrial relations. Desired Education: Juris Doctorate degree from an accredited college or university. 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. 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; organizations 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; laws, rules, regulations, and administrative procedures pertinent to the area(s) of assignment. Desired Knowledge: Best practices and methodologies for conducting workplace investigations, fact-findings, and investigative interviewing. Ability to: Provide analytical and technical services in human resource management in the area(s) of assignment; communicate effectively with others both orally and in writing; operate computer and other business machines. Desired Ability: Strong writing skills, attention to detail, research and analytical skills; conduct thorough interviews; establish and maintain productive working relationships with diverse groups including but not limited to DOE leadership, administrators, and employees, union representatives, and members of the public; manage conflict resolution effectively; thrive in fast-paced, deadline-driven environment; operate internal investigations and documentation software application and analyze data; use general office equipment and computers for spreadsheet, word processing, database management, and other applications as required. Supplemental Information SALARY RANGE: EOSR-7, $113,660 to $160,893. 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. 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 ***********************************

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

**_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 (***************************************************************************************************************************

Are you an exceptional leader with a passion for elevating team member and guest experiences and driving operational excellence in the hospitality industry? Join us as the Director of Human Resources at Hilton Hawaiian Village, where you will not only lead our human resources team but also hold a crucial position on our esteemed Executive Committee. The ideal candidate will be a strong leader, a champion of team member engagement, and knowledgeable in union & labor law. A passion for delivering an amazing team and guest experience as well as a team building culture and financial acumen and labor relations round out our ideal candidate. Bring your human resources talent and grow your career with Hilton Hawaiian Village! Hilton Hawaiian Village is Waikiki's only true resort destination located on the widest stretch of beach in Waikiki. Our guests have access to the Duke Kahanamoku Beach & Lagoon, the world-famous stretch of pristine white sands and azure waters, as well as five sparkling pools, which include a 10,000-square-foot Super Pool and the multi-layered Paradise Pool, featuring dramatic waterfalls and one of the only water slides in Waikiki. The property also features 20+ food and beverage outlets as well as 156k+ sq. ft. of indoor and outdoor banquet space! Learn more here\: Hilton Hawaiian Village A Director of Human Resources is responsible for directing and administering the Human Resources function in the hotel's continuing effort to deliver outstanding guest service and financial profitability. What will I be doing? As a Director of Human Resources, you would be responsible for directing and administering the Human Resources function in the hotel's continuing effort to deliver outstanding guest service and financial profitability. Specifically, you would be responsible for performing the following tasks to the highest standards: Oversee and administer all Human Resources functions to include, but not limited to, recruiting, training and development, wage/benefit administration, compliance with statutory requirements, team member relations, labor relations and contract compliance, performance evaluations, workers compensation and safety, affirmative action compliance, employment processes and general leadership guidance and support Provide assistance, guidance and counseling to the General Manager, leadership staff and line team members Develop, implement and administer policies and programs related to the management of all hotel personnel to ensure the maintenance of a positive, productive, fair and consistent employment environment Manage all team member and labor relations; if hotel has a collective bargaining agreement, this will include negotiating contracts and settlements, handling grievances, mediations and arbitrations Participate in and lead meetings Recruit, interview and train team members What are we looking for? Since being founded in 1919, Hilton has been a leader in the hospitality industry. Today, Hilton remains a beacon of innovation, quality, and success. This continued leadership is the result of our Team Members staying true to our Vision, Mission, and Values. Specifically, we look for demonstration of these Values: Hospitality - We're passionate about delivering exceptional guest experiences. Integrity - We do the right thing, all the time. Leadership - We're leaders in our industry and in our communities. Teamwork - We're team players in everything we do. Ownership - We're the owners of our actions and decisions. Now - We operate with a sense of urgency and discipline In addition, we look for the demonstration of the following key attributes: Quality Productivity Dependability Customer Focus Adaptability What will it be like to work for Hilton? Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. For nearly a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities and value. Hilton is dedicated to continuing its tradition of providing exceptional guest experiences across its global brands. Our vision “to fill the earth with the light and warmth of hospitality” unites us as a team to create remarkable hospitality experiences around the world every day. And, our amazing Team Members are at the heart of it all! The Benefits - Hilton is proud to have an award-winning workplace culture ranking #2 Best Company To Work For in the U.S. We support the mental and physical wellbeing of all Team Members so they can Thrive personally and professionally in a diverse and inclusive environment, thanks to innovative programs and benefits. Hilton offers its eligible team members a comprehensive benefits package including\: Medical Insurance Coverage - for you and your family Mental health resources including Employee Assistance Program Best-in-Class Paid Time Off (PTO) Go Hilton travel program\: 100 nights of discounted travel Parental leave to support new parent 401K plan and company match to help save for your retirement Employee stock purchase program (ESPP) - purchase Hilton shares at 15% discount Debt-free education\: Team Members will have access to a wide variety of educational credentials through our partnership with Guild Education, including\: college degrees and professional certifications* Career growth and development Recognition and rewards programs Salary Range for this role is $190,000 - $220,000 dependent upon experience and location. #LI-LV1 EOE/AA/Disabled/Veterans

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.

Your safety is our top priority! Job Opportunity: Partner Taxi Company About Us: At RidenRoll (******************* we are transforming the transportation industry by connecting passengers with reliable taxi services through our innovative platform. We are expanding our network and seeking reputable taxi companies across the US to partner with us and join our ride-hailing revolution. Why Partner with Us? Expand Your Reach: Access a broader customer base and increase your daily rides by joining our rapidly growing platform. Boost Your Profits: Our app connects you with more passengers, ensuring higher occupancy rates and increased revenue. Advanced Technology: Leverage our state-of-the-art technology to optimize routes, reduce wait times, and enhance the overall customer experience. Dedicated Support: Our team is here for you 24/7, providing unmatched support to ensure your success. Reliable and Secure: Enjoy peace of mind with our secure payment systems and real-time tracking features, designed to protect both drivers and passengers. Partner Responsibilities: Maintain a fleet of well-maintained and reliable vehicles. Ensure drivers meet our standards for safety and customer service. Utilize our app to manage rides and communicate with passengers. Provide feedback to help us continuously improve our platform. Benefits of Partnering with Us: Increased ride requests from a larger customer base. Access to exclusive promotions and marketing support. Comprehensive onboarding and training for your team. Opportunities for growth as we expand nationwide. Note: Applicants should provide documents such as, but not limited to, proof of vehicle ownership, a business permit, and insurance documents, and demonstrate their capability to maintain the vehicle's good working condition. Let's drive success together!

Department Human Resources Employment Type Full Time Location W.M. Keck Headquarters Workplace type Onsite Compensation $106,779 - $129,799 / year Reporting To Chief Human Resources Officer This role's hiring manager: Dawn Hao-De Motta View Dawn's Profile About the Role: Required Qualifications: About W. M. Keck Observatory With acknowledgment and profound respect for the cultural, ecological, and scientific significance of Maunakea, W. M. Keck Observatory offers astronomers a unique vantage point to explore the universe. Our twin telescopes are at the forefront of astronomical discovery, offering transformative insights into the cosmos. We are dedicated to service, stewardship, and our community, all while advancing our mission to unlock the mysteries of the universe. Join us in this endeavor!

Amentum has a unique opportunity for a **Human Resources Business Partner** to provide support to the Modernization & Training business line. The HRBP will deliver HR services in a timely, effective manner and will serve as a business partner to the Program Managers and leadership teams of the Indo-Pacific Programs. This position will partner with leadership to ensure optimal employee engagement and satisfaction and to foster a high-performance culture. The HRBP must be located on Oahu, Hawaii to provide in-person support. **Essential duties and responsibilities include the following:** Partner with the Program Managers and other levels of management to promote an inclusive working environment and support the development of the workforce. Implement human resources policy and best practices by driving change and serving as a business advocate. Work closely with the Talent Acquisition and Operations teams to assess recruiting needs and facilitate the onboarding process. Provide proactive direction and guidance to managers/employees on performance management (coaching, career development, counseling, and/or disciplinary actions), communications and training, employee relations issues, interpretation of federal and Hawaii employment laws, and company policies and procedures. Provide on-site support to program management and employees; recommend and implement actions to further enhance employee engagement and to address challenges to the employee population. **Additional Duties:** + Investigate employee complaints/allegations by interviewing appropriate parties, gathering information, providing feedback as appropriate, making recommendations for corrective action to prevent recurrence of situation, and creating a report which ensures clarity and objectivity of the investigation. + Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. + Conduct stay and exit interview, identifying trends and strategies for retention + Assist in identifying training needs for the program and deliver (or coordinate the delivery of) non-operational training + Conduct group presentations to communicate company policy, processes, and/or annual company activities such as new employee orientation, benefits enrollment, etc. + Facilitate program start-up activities as needed to include employee communications, briefings, orientation and onboarding, communication with management and other functional areas, system set-up, and other related activities + The HRBP will work under minimal supervision. The candidate must demonstrate a superior ability to develop rapport at all levels of the organization and to collaborate across functional areas to work towards identified goals. Candidate must possess excellent communication skills and a demonstrated ability to work both independently and as a member of a team. Candidate must have the requisite skills and attitude to consult effectively with managers/supervisors. Strong facilitation, persuasion, and listening skills are a must. Candidate must have demonstrated ability to manage multiple and complex administrative processes; good judgment and the ability to analyze and problem-solve is required. Candidate must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. Candidate must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization. **Minimum Requirements:** + Demonstrated experience in providing HR leadership and guidance to a diverse workforce + Demonstrated experience in assessing and resolving a variety of employee relations issues, including conducting workplace investigations and responding to charges filed with state and federal agencies. + Knowledge of human resources disciplines including recruiting, talent management, benefits, compensation practices, employee relations, training and development, and performance management + Extensive knowledge of federal and Hawaii state employment laws. + Good written communication skills, organizational skills, and ability to perform detail-oriented work are required. + Proficiency with Microsoft office professional software and ability to easily adapt to new systems + The ability to obtain and maintain a Secret clearance. Note: US Citizenship is required to obtain a Secret Clearance. **Desired Qualifications:** + SPHR/PHR or SHRM-SCP/SHRM-CP certification + Working knowledge of Deltek Costpoint and WorkDay HRIS systems + Prior experience working in government contracting industry + Active Secret clearance **Compensation & Benefits** HIRING SALARY RANGE: $110K - $125K (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant internal equity, and alignment with market data.) This position includes a competitive benefits package. For more detailed information on our Benefits and what it is like to work for Amentum: please visit our careers site: ********************** Amentum is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, sex, sexual orientation, pregnancy (including pregnancy, childbirth, breastfeeding, or medical conditions related to pregnancy, childbirth, or breastfeeding), age, ancestry, United States military or veteran status, color, religion, creed, marital or domestic partner status, medical condition, genetic information, national origin, citizenship status, low-income status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law. Learn more about your rights under Federal laws and supplemental language at Labor Laws Posters (********************************* SkbztPuAwwxfs) .

SPECIAL INTERNAL / EXTERNAL TYPE OF APPOINTMENT ISSUED: This position is excluded from the Educational Officers' Bargaining Unit and will be filled as a clear line 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 Res Officer III of the Classification and Compensation Section, the Human Resources Officer II: 1. Program Leadership and Operational Management: Plans, directs, and controls the daily operations of the statewide classification, compensation, or position management functions. Develops comprehensive program plans and ensures effective implementation and necessary improvement activities to conduct efficient operations. Participates in the planning and integration of programs related to the assigned unit to ensure proper alignment with Board, Department, and leadership goals. 2. Staff Supervision and Development: Oversees hiring to ensure operational continuity. Recommends personnel needs, changes, and actions affecting the assigned unit. Sets performance standards, conducts evaluations, and provides coaching or mentoring to build staff capacity. Directs training to ensure technical competency, facilitates staff meetings, addresses performance concerns, and issues special instructions for non-routine and complex assignments. 3. Policy Development and Compliance: Takes an active role in the development and implementation of rules, policies, program procedures, and practices that provide the administrative framework for the assigned function in relation to the Department's talent management system. Confers and coordinates with other jurisdictions and technical staff to formulate and recommend broad policy or clarify and interpret compliance with applicable statutes, rules, and internal procedures. 4. Strategic Consultation and Advisory Services: Provides expert management advisory services and technical assistance to others regarding assigned functions. Reviews Department and program needs on assigned matters by obtaining input from administrators, managers, and other staff. Delivers consultative guidance, contributes subject matter expertise, and makes decisions based on research analysis, sound principles, and best practices to support the Department's workforce needs. 5. Technical Analysis: Analyzes classification, compensation, and position management issues and conducts appropriate studies or oversees special projects. Prepares and reviews data, staff recommendations, compensation plans, class specifications, technical systems, and organization changes affecting new or existing positions. Prepares operational and other reports to ensure the classification and compensation system effectively meets talent management goals. 6. Labor Relations and Long-Range Planning: Participates in discussions regarding the long-term impact that assigned functions have on the Department's budget, negotiations, or legislation, and vice versa. Reviews collective bargaining agreements and assists with the development of memoranda of agreements or understanding (MOAs/MOUs), as appropriate. Minimum Qualifications Education: Graduation from an accredited college or university with a bachelor's degree in business administration with specialization in human resources management, or with specialization in management which included coursework in human resources administration and industrial relations. Education Substitution: Bachelor's degree in any field from an accredited college or university PLUS two (2) years of excess professional work experience which involved responsibility for human resources administration, or cumulative equivalent experience. Experience: Four (4) years of responsible professional work experience in one or more areas of human resource management of which one (1) year shall have been in an education program, agency, or system. Experience Substitution: A master's degree in business administration from an accredited college or university can substitute for one (1) year of professional work experience. 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: Human resource 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 compensation, the staffing process, collective bargaining, and dispute settlement or employee benefits, etc.; laws, rules, regulations, and administrative procedures pertinent to the area(s) of assignment. Ability to: Provide analytical and technical services in human resources management in the area(s) of assignment; communicate effectively with others both orally and in writing; operate computer and other business machines. Supplemental Information SALARY RANGE: EOSR-7, $113,660 to $160,893. 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. 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 ***********************************

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.