HR Business Partner

Kamehameha Schools•Kurtistown, HI

6d•$119,100 - $170,000•Hybrid

About The Position

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! Kamehameha Schools (KS) is searching for a strategic, trusted, and people-centered Human Resources Business Partner (HRBP) to serve as a key advisor to leaders and teams across the organization. This role is ideal for an experienced HR professional who excels at consulting with leadership, navigating complex employee relations matters, and shaping workforce strategies that drive organizational success. The HRBP brings deep expertise across core HR disciplines including performance management, employee and labor relations, workforce planning, and policy administration, while leveraging data and insights to inform decisions and improve employee and manager experiences. As a collaborative partner, the HRBP works cross-functionally within HR to deliver value-added solutions, design impactful development initiatives, and champion a high-performance, values-driven culture. They balance sound judgment, confidentiality, and compliance with a strong commitment to coaching, problem-solving, and relationship-building. Thriving in dynamic environments, this role plays a vital part in advancing people strategies, leading change initiatives, and supporting leaders through growth and transition. If you are passionate about enabling leaders, strengthening workplace culture, and driving meaningful organizational impact through HR, we encourage you to apply!

Requirements

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.

Nice To Haves

Industry certification (PHR, SHRM)
Experience in an educational setting.
Experience as a manager or supervisor.
Experience working with a unionized workforce.

Responsibilities

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.
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.
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.
Collaborates 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.
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.