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Job Description

Under broad direction of the manager, independently supports the alignment of People Services' and business strategies, providing consultation and talent solutions that enhance organizational effectiveness. Applies broad HR knowledge and business understanding to support the development of talent strategies, contribute to cross-functional initiatives, and enhance organizational effectiveness within assigned business units.

Job Description

Under broad direction of the manager, independently supports the alignment of People Services' and business strategies, providing consultation and talent solutions that enhance organizational effectiveness. Applies broad HR knowledge and business understanding to support the development of talent strategies, contribute to cross-functional initiatives, and enhance organizational effectiveness within assigned business units.

Responsibilities

• Collaborates with senior leaders to understand organizational goals and translate them into workforce priorities. Advises on team structures talent strategies to improve effectiveness. Actively participates in and may lead business unit sessions related to Employee Engagement Survey, Talent Review & Succession Planning, and Performance calibration, ensuring alignment with established processes and standards.
• Provides guidance on workforce planning, business unit restructures, career mobility, and leadership development. Supports managers on complex employee relations issues and contributes to Workplace Excellence efforts. Uses workforce analytics to inform recommendations. Provide leaders with evidence-based recommendations to proactively address talent risks and assist with aligning talent strategy with business outcomes.
• Collaborates with other People Services teams to support employee experience, recruitment, compensation, development programs. Contributes to instructional design and promotes a culture of inclusion, collaboration. Acts as a key stakeholder in the communication and organizational change plans to ensure solutions are effectively executed, while aligning with the compliance/risk standards of the Bank.
• Supports the SBP Manager and more senior SBPs in developing strategic plans and solutions for corporate-wide initiatives. May facilitate focus groups and interviews to better understand problems within the area.
• Performs other responsibilities and duties as assigned.
  
  
  

Qualifications

• Bachelor's degree in Business Administration, Human Resources, Psychology, or any related field of study or equivalent work experience. Advanced degree/s and/or a Professional certification/s is preferred – (e.g., SPHR, CPLP, and Change Management).
• Level I- Minimum of 2 years of related HR Business Partner, Generalist, Organizational Development and/or Training or equivalent work experience. 1 year of team leadership/supervisory/management or equivalent work experience preferred. Also requires significant project management experience with major role.
• Level II- Minimum of 4 years of related HR Business Partner, Generalist, Organizational Development and/or Training or equivalent work experience. Requires 1 years of supervisory/management or equivalent work experience. Also requires lead project management role in multiple significant projects.
• Technical Skills: Demonstrated proficiency and expertise with personal computers and Microsoft applications (Outlook, Word, Excel, Access and Power Point) or similar software. Knowledge of or ability to use Bank software.
• Possesses a global/organizational perspective with strong decision making, strategic and critical thinking skills. Able to quickly garner trust and respect of business unit leaders and management. Builds and maintains strong working partnerships and enhances relationships with a collaborative and consultative approach. Demonstrates a strong understanding and experience working with multiple human resource disciplines (employee relations, compensation practices, organizational diagnosis, performance management, staffing, and state employment laws.) The candidate's familiarity with state employment laws and HR best practices is a necessity for key areas, for example, in the areas of recruitment, remuneration and benefits, and training and development. Additionally, a suitable candidate will also have proven and successful experience executing organizational change programs.
• Ability to multitask and manage multiple complex projects/processes. Possesses excellent verbal and written communication skills. Able to prepare and deliver presentations for all levels of employee. Self-starter who requires minimal supervision and with the ability to work across multiple departments and divisions. Possesses leadership skills, program design and development, facilitation and presentation skills; course development skills; customer negotiation/needs assessment skills; problem solving and decision-making skills. Possesses strong analytical and problem-solving skills with the ability to identify business and process improvement opportunities and implement change.
  
  
  

As a Bank of Hawaii employee, you ensure (or assist with ensuring) compliance with applicable laws, regulations, regulatory requirements and Bank policies and procedures, including but not limited to those related to Fair Banking, Anti-Money Laundering laws and regulations, Bank Secrecy Act and USA PATRIOT Act.

Delivering exceptional customer experiences is at the heart of what we do at Bank of Hawaii. We listen, understand and deliver what our customers need to help them build a better tomorrow.

We are an EEO/AA employer, including disability and veterans. For Bank of Hawaii's full EEO statement, please visit

Seniority level

• Seniority level

  Mid-Senior level

Employment type

• Employment type

  Full-time

Job function

• Job function

  Business Development and Sales

• Industries

  Banking and Financial Services

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