VP, Human Resources

Robert's Hawaii, Inc.•Honolulu, HI

9d•$165,000 - $180,000•Hybrid

About The Position

The Vice President of Human Resources leads Roberts Hawaiʻi’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.

Requirements

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.

Nice To Haves

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.

Responsibilities

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.
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.
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.
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.
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.
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.