HR Business Partner

Servco•Honolulu, HI

11d

About The Position

Servco is looking for a HR Business Partner to join our Human Resources team! The HR Business Partner serves as a strategic advisor and trusted consultant to business leaders, aligning people strategy with enterprise objectives to drive business performance, engagement, culture and compliance. While maintaining strong expertise in employee and labor relations, this position elevates beyond transactional HR to influence organizational design, succession planning, workforce analytics, and change leadership within a complex, multi-site, union and non-union environment.

Requirements

Bachelor's Degree in Human Resources, Business Administration, Organizational Development, or related field preferred.
SPHR, SHRM-SCP, or equivalent advanced HR certification strongly preferred.
Minimum 8-12 years of progressive HR experience in increasingly strategic roles.
Minimum 5+ years as an HR Business Partner supporting leaders in a complex, multi-site, union and non-union environment.
Demonstrated experience operating at a manager or director-equivalent scope within a large, matrixed organization.
Proven experience in workforce planning, succession management, and change leadership.
Strong background in employee and labor relations, including investigations, grievance handling, and contract interpretation.
Experience influencing stakeholders and driving measurable business outcomes.
Valid driver’s license and clean driving record.
Deep knowledge of Hawai’i and Federal employment and labor laws.
Advanced ability to interpret and operationalize complex documents (e.g. collective bargaining agreements, regulatory guidance).
Professional presence and ability to influence without direct authority.
Strong business acumen with the ability to understand financial, operational, and strategic drivers.
High-level investigation, risk assessment, and conflict resolution skills.
Data fluency - ability to analyze and interpret workforce metrics to guide decision-making.
Skilled at coaching leaders to improve leadership effectiveness and team performance.
Change management expertise with demonstrated success leading organizational transitions.
Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) and HRIS systems.

Nice To Haves

Labor relations experience preferred.

Responsibilities

Serve as a trusted advisor to leaders on organizational strategy, workforce planning, leadership effectiveness, and culture transformation.
Maintain strong relations with business partners and establish HR as a proactive, value-added function rather than a reactive resource.
Lead complex employee and labor relations matters, including high-risk investigations, grievance management, and interpretation/application of collective bargaining agreements.
Translate business strategy into forward-looking talent strategies including succession planning, development, and capability building.
Drive organizational effectiveness initiatives such as restructures, role clarity, up-skilling, and change management efforts.
Strengthen performance management rigor and talent differentiation processes to elevate accountability and results.
Use workforce metrics (retention, engagement, bench strength, productivity, etc.) to provide data-driven recommendations.
Ensure compliance with federal, state (Hawai'i and beyond), and local employment laws, company policies, and labor agreements while mitigating organizational risk.
Champion employee engagement and cultural initiatives, ensuring measurable improvements in engagement and retention outcomes.
Partner cross-functionally with Talent Acquisition, Total Rewards, Talent Development, and HR Operations to implement enterprise-wide initiatives effectively.