Vice President of Human Resources Company: Roberts Hawaii, Inc.
FLSA Status: Exempt
Department: Executive Administration
Reports To: President & Chief Executive Officer
Salary Range: $165-180K
Position Summary and PurposeThe Vice President of Human Resources leads Roberts Hawai'i's people strategy and HR function, aligning talent, culture, and workforce practices with the company's strategic and operational goals. As a partner to the President and CEO and executive leadership team, this leader combines strategic direction with hands-on execution to strengthen accountability, service delivery, and employee-owner performance across the company's multi-island workforce.
Strategic and Executive Leadership- Serve as a trusted advisor to the President and CEO, executive leadership team, and business leaders on organizational design, workforce strategy, succession, leadership effectiveness, and employee matters.
- Translate business priorities into practical workforce plans, organizational capabilities, performance expectations, and measurable human resources objectives.
- Provide visible, hands-on leadership across all islands and business units, building trust with employee-owners and ensuring consistent application of company values, policies, and leadership standards.
Human Resources Operations and Transformation:- Lead the day-to-day delivery of all human resources services and operations.
- Assess and strengthen HR policies, standard operating procedures, controls, staffing, systems, service standards, and reporting to create a consistent and scalable statewide function.
- Develop and execute a phased roadmap for HR modernization, balancing immediate operational needs with longer-term improvements in structure, capabilities, processes, and technology.
Talent Strategy and Organizational Capability- Develop and execute an enterprise-wide strategy that supports the company's strategic plan, operating priorities, growth objectives, and long-term sustainability.
- Build leadership and management capability through practical development programs, coaching, succession plans, and clearly defined performance expectations.
- Oversee the performance management framework, ensuring goals, feedback, development, recognition, and accountability are applied consistently and support business results.
Compensation, Benefits, and ESOP- Lead the company's compensation philosophy, job architecture, market benchmarking, incentive programs, and pay practices to support internal equity, competitiveness, retention, and performance.
- Oversee benefits strategy, plan administration, employee communications, vendor and broker relationships, and compliance with applicable plan requirements.
- Provide executive leadership for ESOP administration and employee-owner education in coordination with internal leaders, trustees, advisors, and service providers.
Culture, Engagement, and Employee Relations- Foster an ESOP-driven culture of ownership, accountability, teamwork, and shared success by connecting employee experience and performance to the company's long-term value.
- Lead employee engagement, recognition, internal communications, and culture-building initiatives that strengthen trust, connection, and employee ownership.
- Provide executive oversight of employee relations matters, workplace investigations, corrective action, conflict resolution, and organizational change, balancing fair treatment with protection of the company.
Compliance, Risk, and Safety Partnership- Ensure compliance with federal, state, and local employment laws and regulations, including requirements applicable to a safety-sensitive transportation workforce.
- Oversee HR-related policies, documentation, audits, recordkeeping, and required training; identify risk and implement timely corrective actions.
- Partner with safety and operations leaders to strengthen certification, fitness-for-duty, injury prevention, return-to-work, and other workforce practices that support safe and reliable service.
- Maintain effective relationships with legal counsel, regulators, insurers, benefit providers, and other advisors as appropriate.
Skills and Competencies - Deep, hands-on knowledge of HR operations, employment practices, organizational change, talent management, total rewards, and HR systems.
- Strong business and financial acumen, including budgeting, workforce analytics, vendor management, and evaluation of return on people investments.
- Ability to lead transformation, establish practical systems, and drive accountability in a geographically dispersed and operationally complex organization.
Qualifications:- Bachelor's degree in human resources, business administration, organizational development, or a related field, or equivalent combination of education and relevant executive experience.
- Minimum of 15 years of progressively responsible human resources experience, including senior leadership in a mid-sized or large, multi-location organization.
- Broad experience in workforce planning, recruitment, compensation, benefits, employee relations, compliance, performance management, HR technology, policies, and recordkeeping.
- Experience supporting a safety-sensitive, operational, transportation, hospitality, tourism, or similarly complex workforce strongly preferred.
- Knowledge of ERISA-governed plans and ESOP administration preferred.
- Professional HR certification such as SPHR, SHRM-SCP, or equivalent is preferred.
Working Conditions/Job Environment- Desk and chair, intermittently. Must be able to sit and stand for extended periods of time.
- General office equipment and supplies. Exposure to potential eye strain and muscle strain due to constant use of computers or similar technology.
- Occasional exposure to hazards associated with transportation and maintenance environments.
- Occasional exposure to fumes, odors, dust, or other atmospheric conditions.
- Travel to neighboring islands may be necessary and may require extended stay
The information contained within this job description is intended to outline the general nature and level of work expected from an employee in this role. It should not be considered an exhaustive list of all duties, responsibilities, or qualifications associated with the position. Management reserves the right to modify, add to, or delete any part of this description as necessary. Reasonable accommodation will be provided to enable qualified individuals with disabilities to fulfill the essential functions of this position.
