HR Business Partner - Honolulu, HI

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007-4470

• Serves as the primary Human Resources contact and advisor for assigned business units and work groups.
• Develops a strong understanding of business operations, objectives, workforce needs, and organizational challenges.
• Partners with leaders to develop and implement Human Resources solutions that support business performance, employee engagement, and organizational effectiveness.
• Coaches and advises leaders on employee relations, performance management, workforce planning, staffing, policy interpretation, and organizational concerns.
• Identifies emerging workforce, talent, employee relations, and organizational risks before they adversely affect the business.
• Uses sound business judgment to balance employee needs, operational requirements, Company policy, and legal considerations.
• Participates in leadership meetings, workforce discussions, business planning sessions, and other departmental meetings for assigned work groups.
• Builds trusted relationships with leaders and employees while maintaining appropriate professional boundaries and objectivity.
• Represents business needs and perspectives within the Human Resources department while supporting consistent Company-wide practices.
• Supports organizational changes, restructures, reductions in force, growth initiatives, and other workforce transitions as assigned.
• Ensures consistent implementation of Human Resources policies, practices, and programs within assigned work groups.

• Independently manages employee relations matters from intake through resolution.
• Independently plans, conducts, documents, and concludes confidential workplace investigations involving complaints, misconduct, policy violations, retaliation, harassment, discrimination, and other employee concerns.
• Develops investigation plans and prepares relevant, allegation-specific interview questions before conducting interviews.
• Conducts individual witness interviews in a manner that protects confidentiality, minimizes the risk of witness collusion, and supports an impartial fact-finding process.
• Maintains thorough, accurate, and timely documentation of interviews, evidence, findings, credibility considerations, and conclusions.
• Keeps investigations focused on the allegations and relevant facts while appropriately pursuing new information that may arise.
• Exercises neutrality, discretion, and independent judgment throughout the investigative process.
• Provides timely updates to Human Resources leadership and other appropriate stakeholders while protecting confidential information.
• Identifies when a matter should be escalated to the Senior HR Business Partner, Director of Human Resources, Legal, Labor Relations, or other appropriate leadership.
• Recommends appropriate corrective action and risk-mitigation measures based on investigation findings, Company policy, past practice, and applicable law.
• Maintains strict confidentiality regarding investigations, employee matters, business information, and privileged communications.
• Provides coaching and guidance to leaders regarding corrective action, documentation, conflict resolution, and employee concerns.
• Supports fair, consistent, timely, and legally compliant employment practices.

• Partners with leaders to identify current and future staffing needs.
• Leads recruiting activities for assigned work groups, including intake meetings, job posting review, candidate screening, interview coordination, selection support, and offer development.
• Conducts Human Resources screening interviews to assess qualifications, communication, organizational alignment, and compensation expectations.
• Supports consistent use of structured interview guides, candidate evaluation tools, and selection documentation.
• Advises leaders on candidate quality, internal equity, market considerations, and selection risk.
• Promotes a timely, professional, and consistent candidate experience.
• Partners with the Human Resources Generalist and hiring managers to support new hire onboarding and assimilation.
• Monitors staffing trends, vacancies, turnover, and workforce risks within assigned business units.
• Supports workforce planning, talent reviews, succession discussions, and development planning for assigned work groups.
• Identifies talent concerns and capability gaps and recommends appropriate solutions.

• Coaches leaders through performance management, goal setting, feedback, development planning, corrective action, and employee accountability.
• Supports implementation of Company performance management processes within assigned work groups.
• Identifies employee and leadership development needs and recommends coaching, mentoring, training, or other development opportunities.
• Partners with the Assistant Director of Human Resources and other Human Resources team members on learning, talent, mentoring, succession, culture, and employee experience initiatives.
• Encourages leaders to use available learning resources, including Cornerstone and other Company-sponsored development tools.
• Supports talent retention and internal mobility by identifying high-potential employees, readiness concerns, and development opportunities.
• Conducts exit interviews and analyzes employee feedback, turnover trends, and other workforce information.
• Provides Human Resources leadership with findings and recommendations based on employee and workforce data.

Project and Program Ownership

• Independently leads assigned Human Resources projects and People & Culture initiatives from planning through implementation and evaluation.
• Develops project plans, timelines, deliverables, stakeholder communications, and measures of success.
• Takes ownership of assigned work and follows through without requiring continuous direction or follow-up.
• Proactively identifies risks, barriers, dependencies, and resource needs and recommends appropriate solutions.
• Adapts quickly to changing business priorities and assumes new responsibilities as organizational needs evolve.
• Collaborates across functions to advance Human Resources and enterprise initiatives.
• Supports implementation of the People & Culture Roadmap and may serve as the designated owner of a rotating strategic initiative.
• Identifies opportunities to improve Human Resources processes, service delivery, employee experience, and operational effectiveness.
• Demonstrates initiative by recommending and implementing practical improvements rather than waiting for direction.

Compliance, Data, and Human Resources Operations

• Maintains working knowledge of federal and Hawaii employment laws and applies that knowledge to day-to-day Human Resources decisions.
• Provides policy guidance and interpretation to leaders and employees.
• Ensures employment practices within assigned work groups comply with Company policies, collective bargaining obligations, and applicable legal requirements.
• Maintains complete, accurate, timely, and confidential records associated with employee relations, investigations, recruiting, performance management, and other Human Resources matters.
• Analyzes Human Resources data, trends, and metrics to identify risks, measure effectiveness, and support business decisions.
• Monitors relevant metrics for assigned work groups, including turnover, vacancies, recruiting activity, employee relations matters, and investigation timelines.
• Partners with Human Resources colleagues to develop or improve policies, procedures, tools, and programs.
• Uses Human Resources systems accurately and consistently, including ADP, SAP, Cornerstone, and other applicable platforms.
• Supports audits, compliance reviews, reporting requirements, and other Human Resources operational needs.

Collaboration and Professional Development

• Works collaboratively with Human Resources Department, Legal, Labor Relations, and operational leaders.
• Communicates clearly, professionally, and appropriately with employees and leaders at all organizational levels.
• Seeks and appropriately applies coaching and feedback.
• Demonstrates a commitment to developing their own professional capability, business knowledge, and Human Resources expertise.
• Actively contributes to the continued development of the Human Resources department and the long-term success of Young Brothers.
• Maintains professional credibility through reliability, responsiveness, preparation, follow-through, and sound judgment.
• Performs special projects and other duties as assigned.

• Broad knowledge of Human Resources disciplines, including employee and labor relations, workplace investigations, recruiting, performance management, compensation, organizational development, talent management, benefits, workforce planning, and employment law.
• Strong knowledge of Human Resources principles, practices, and professional standards.
• Demonstrated ability to independently plan, conduct, document, and conclude confidential workplace investigations.
• Ability to develop investigation plans, prepare relevant interview questions, conduct effective witness interviews, assess credibility, analyze evidence, and prepare clear written findings.
• Demonstrated ability to maintain strict confidentiality and manage highly sensitive employee, legal, business, and privileged information with a high degree of discretion.
• Ability to exercise sound, impartial, and independent judgment in complex or emotionally charged situations.
• Strong business acumen and the ability to understand business operations, priorities, financial considerations, workforce needs, and organizational risk.
• Ability to translate business needs into practical Human Resources strategies and solutions.
• Demonstrated initiative and accountability, including the ability to identify needs, recommend solutions, and independently follow work through to completion.
• Ability to pivot quickly, reprioritize work, and remain effective as business needs and assignments change.
• Strong project management skills, including the ability to develop plans, manage timelines, coordinate stakeholders, and deliver measurable results.
• Ability to own projects and strategic initiatives with limited direction.
• Strong critical thinking, analytical, problem-solving, and decision-making skills.
• Ability to identify when independent action is appropriate and when escalation or consultation is required.
• Strong coaching, consultation, facilitation, interpersonal, and influencing skills.
• Ability to establish trusted working relationships while maintaining appropriate objectivity and professional boundaries.
• Strong written and verbal communication skills, including the ability to prepare clear investigation documentation, recommendations, correspondence, and presentations.
• Ability to communicate difficult, sensitive, or unpopular information professionally and effectively.
• Ability to manage multiple priorities, frequent interruptions, sensitive matters, and competing deadlines.
• Strong organizational skills and attention to detail.
• Demonstrated commitment to continuous learning and professional development.
• Desire and ability to contribute to the development of the business, the Human Resources department, and their own professional capability.
• Demonstrated change management skills and willingness to support organizational transformation.
• High level of professionalism, emotional intelligence, self-awareness, composure, and resilience.
• Ability to provide a high level of service while maintaining accountability and appropriate boundaries.
• Proficiency with Microsoft Office applications and Human Resources systems, preferably ADP, SAP, and Cornerstone.
• Experience supporting multi-site operations and a diverse workforce preferred.

$90,000.00 - $95,000.00