We are seeking a highly skilled and experienced HR Business Partner to join our dynamic HR team. 

Central Pacific Bank is located in the state of Hawaii. The work location for this position is in Honolulu, on the island of Oahu. This position would require the selected individual to be able to work on-site during the training period (approximately 6 months) and may be eligible for hybrid work upon successful completion of training. It may require occasional travel to our other locations across the state, including the neighbor islands.

The HR Business Partner is a trusted advisor, strategic partner and coach, responsible for identifying customer needs and driving appropriate HR solutions by consulting and collaborating with key stakeholders, senior executives, managers, and employees to answer the following questions:

• What are the business unit’s needs?
• How do we get there?
• Where are the gaps?
• How do we prioritize?

They are responsible for aligning HR strategies and initiatives with the overall business objectives of the company. They will formulate strong partnerships across the HR function to deliver value added strategies, processes, and programs, in areas of responsibility that include talent acquisition, employee relations, professional and leadership development opportunities, employment law compliance, advising on total rewards, workforce planning and helping to build an engaged culture of diversity and inclusion. 

This role requires a strong understanding of HR best practices, excellent communication and interpersonal skills, problem-solving, ability to build strong relationships with key stakeholders, investigative skills, strategic thinking and strong operational acumen.

Performs all duties and interacts with internal and external customers in a manner that is expressly aligned with the Company's Core Values of approaching all actions with a “Voyaging Spirit” and being “Positively Ohana”. Exhibits core competencies that result in consistent delivery of positive Customer Interactions, Empowerment and Ownership and demonstrates key professional and performance skills such as Active Listening, effective Oral and Written Communication, Action and Solution Oriented and Thoroughness.

Primary Accountabilities:

Strategic Partnership:

• Serves as a trusted advisor, strategic partner and coach, responsible for identifying customer needs and driving appropriate HR solutions with their assigned business units.
• Consults and collaborates closely with key stakeholders, including senior executives, managers, and employees on HR related issues, develops integrated solutions in alignment with business goals and objectives and formulates strong partnerships across the HR function to deliver value added strategies, processes, and programs.
• Collaborate with the HR team to design and administer competitive total rewards programs, including compensation, benefits, and recognition.
• Participates in employee engagement initiatives including employee surveys, feedback mechanism, and recognition programs to foster a positive and inclusive work environment.
• Effectively manages projects, initiatives, and budgets in assigned areas.
• Conducts strategic workforce planning to analyze and forecast future workforce needs based on business goals and industry trends.
• Uses available metrics to make business recommendations and decisions.
• Analyze findings and review trends with senior management and recommend actions to ensure positive organizational changes.

Employee Relations:

• Manages and resolves employee relations matters for the assigned business units, including conducting effective, thorough and objective investigations; mediating conflict resolution; and coaching and advising on disciplinary actions. 
• Provides coaching and guidance to leaders regarding other employment issues such as leaves of absence, harassment, and terminations.
• Designs and implements employee retention strategies to minimize unwanted turnover, particularly within the critical strategic roles and specialty skill areas. 
• Handles outplacement advising, and conducts exit interviews, as needed.
• Responds to EEOC, HCRC, and other regulatory claims/inquiries and serves as the bank’s primary point of contact on such matters.

Talent Management:

• Develops and implements strategies to attract, retain, and develop talent to ensure a strong and diverse workforce.
• Partner with business leaders to identify skills gaps and develop plans for upskilling and reskilling employees to meet future needs.
• Provide guidance and support to managers in workforce planning initiatives, including succession planning and talent development programs.

Employment Law/Policy & Procedures:

• Ensures compliance with employment law and company policies and procedures, and provides guidance and support to managers.
• Assists in the development and implementation of HR policies, procedures, and programs to foster a positive work environment and ensure consistent application of HR practices.
• Consult with managers and supervisors in providing HR guidance and policy interpretation.
• Recommend process/customer service improvements, innovative solutions, policy changes and/or variations to established policy.
• Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Talent Acquisition:

• In partnership with the Recruiter, develops and implements workforce planning and talent acquisition strategies to ensure the assigned business units have a competent, diverse and skilled workforce in place to meet current and future needs. 
• Coordinates with the Recruiter on managing requisition approvals.
• Advises leadership on recommended job posting/job description changes, handles the initial intake prior to posting, creates a successful recruitment plan and extends job offers. 
• Coordinates with Compensation and the Recruiter on implementing the administrative steps of the recruitment process.
• When applicable, takes an active role in creating, building and maintaining key working relationships with both internal and external contacts including other industry contacts, the Department of Education, colleges, universities and staffing agencies.
• Serves as the back-up to the Recruiter for their business units.

Minimum Qualifications:

Education:

• Bachelor's Degree (BS/BA degree) from an accredited 4-year university required, preferably with a concentration in Human Resources, Industrial Psychology, Communications, or related field.

Experience:

• 6 years of experience in Human Resources, including Talent Acquisition and/or Employee Relations, preferably in the Finance/Banking industry required.
• 5 years of supervisory experience or 3 years of management experience preferred.
• Experience in a large public organization (500 employees) preferred.

Physical Requirements & Working Conditions:

• Must be able to perform light physical work and to move or lift items including but not limited to boxes, files and papers up to 20 pounds unless otherwise as indicated.
• Must be able to operate and proficiently use standard office equipment, including phone, copier, personal computer and/or other work related mechanical or electronic devices and applications.
• Must be able to clearly communicate verbally and in writing with all internal and external customers. Must also be able to hear sufficiently to engage in daily discussions and interactions.
• Must be able to read and understand bank-related documents.
• Must be able to work in a conventional office setting, involving sitting at a desk or workstation for long periods of time. Must also be able to adapt to different work environments as needed to perform the job.

We are proud to be an EEO/AA employer M/F/D/V. We maintain a drug-free workplace and perform pre-employment substance abuse testing.