Human Resources Business Partner

Office of Hawaiian Affairs; Honolulu (HI); Hybrid; USD 64,000 - 81,000; Full time

Job summary

Office of Hawaiian Affairs is seeking a Human Resources Business Partner to support designated programs and divisions with people-centric HR strategies. The role emphasizes policy guidance, workforce planning, and managing HR operations across the employee lifecycle.

The successful candidate will bring 5+ years of HR Generalist experience, strong knowledge of HR functions, and expertise in relations, compensation, benefits, and recruitment.

Qualifications

• Bachelor’s degree in HR, business, or related field.
• Five years of professional HR Generalist experience.
• Experience supporting talent acquisition, benefits, leave, compensation, training, and employee relations.

Responsibilities

• Provide HR policy guidance to program/division managers.
• Manage HR transactional processes across the employee lifecycle (recruitment, onboarding, payroll, benefits, leave, workers' comp/TDI, transitions, promotions, separations).
• Conduct investigations and handle employee relations with objectivity and confidentiality.
• Support workforce planning and talent development across designated programs/divisions.
• Ensure compliance with privacy, retention policies, and applicable laws.

Skills

HR Generalist

Employee relations

Talent acquisition

Benefits administration

HR policy guidance

Education

Bachelor’s degree in HR/Business

5 years HR experience

HR functions knowledge

Tools

PeopleSoft

HRIS

Job description

Closing Date: September 14, 2026 at 4:30pm HST

SALARY

$64,404 to $81,396 per year. Starting salary may be between the minimum and maximum salary range provided, based on qualifications.

GENERAL PURPOSE OF POSITION

The Human Resources (HR) Business Partner (HRBP) is responsible for supporting OHA’s operational objectives by using people-centric strategies to align and enhance performance within designated programs/divisions. The HRBP routinely leverages partnerships across the HR function to deliver value-added services that reflect and support the agency’s mission. The successful incumbent will need to possess and maintain an effective level of program/division operating literacy to fulfill these responsibilities.

ESSENTIAL FUNCTIONS & RESPONSIBILITIES

1. General Program / Division Support

• Attends regularly scheduled meetings with each designated (assigned) program/division. Contributes to any people-centric discussion as necessary.
• Consults with program/division management, providing HR policy guidance and interpretation when appropriate.
• Analyzes trends and metrics in coordination with HR colleagues to tailor agency-wide programs and initiatives to designated (assigned) programs/divisions.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations. Seeks support and assistance from the Director, Human Resources Department and/or Corporate Counsel if needed.
• Maintains a working familiarity with all legal requirements related to the day-to-day management of employees to reduce legal risk and ensure regulatory compliance within the designated (assigned) programs/divisions.
• Works with program/division management on workforce planning matters, including, but not limited to, talent acquisition and talent development.
• Performs other related duties in support of designated (assigned) programs/divisions and/or as assigned by the Director, Human Resources Department.

2. Employee Advocacy

• Serves as a one-stop shop, definitive subject-matter resource for program/division staff who need HR advice or guidance.
• Participates in the evaluation and monitoring of training programs to ensure success. Follows up with employees post-training to assess whether the course objectives were met.
• Endorses people-centric initiatives that improve employee satisfaction and productivity within the designated (assigned) programs/divisions in support of OHA’s mission and in accordance with agency policies and procedures.

3. HR Operations

• Manages all HR transactional processes related to the employee lifecycle (e.g., recruitment, onboarding, initial training, payroll, benefits, leave requests, workers' comp/TDI claims, transitions, promotions, and separations) for designated (assigned) programs/divisions.
• Assists the Director, Human Resources Department, in the development, implementation, and evaluation of agency-wide HR programs and related budgets. Makes recommendations for the effective use of funds in support of designated (assigned) programs/division, as well as for the agency overall.
• Assists the Director, Human Resources Department, with the procurement of goods and services for the HR Department by submitting, tracking, and facilitating the successful processing of the department's purchase requisitions (PRs).
• Ensures, without exception, the proper handling and maintenance of confidential, sensitive and/or proprietary information in accordance with OHA’s record retention policy and applicable local, State, and Federal law.

4. Fully supports in action, language, behavior, and performance the priorities, decisions, and directives of the Director, Human Resources Department, and/or CEO.

5. Regular attendance and availability (physically onsite, via remote telework, or a combination of both) are required for this position. Generally, the HRBP should align the work schedule with the designated (assigned) programs/divisions to provide the best support.

OTHER DUTIES/RESPONSIBILITIES

Performs other duties as assigned by the Director, Human Resources.

MINIMUM QUALIFICATIONS

1. Education, Training and/or Experience

• Graduation from an accredited four (4) year college or university with a bachelor's degree in human resources management, personnel and industrial relations, business administration, or a related field. Work experience may be substituted for college or university education on a year-for-year basis, provided the overall work experience has been of the type, quality, scope, and responsibility to conclusively demonstrate capability to perform the duties of the position. Experience of a routine clerical nature may not be substituted for the education requirement.
• Five (5) years of professional work experience in an HR Generalist or similar capacity that provided the candidate with a solid administrative foundation and broad exposure to core HR disciplines. Such experience must demonstrate the ability to deal effectively with coworkers, to recognize problems in the provision of services, and to recommend effective and practical solutions to a wide variety of situations. NOTE: This work experience is in addition to any work experience that the candidate intends to use as a substitute for the degree requirement listed in paragraph a.
• Demonstrated involvement with supporting or administering the following HR functions: talent acquisition, benefits administration, leave requests, compensation, training, and employee relations.

2. Knowledge, Skills and Abilities

• Should understand pertinent private and public sector labor and employment laws, rules, regulations, policies, standards, trends, and functions.
• Needs to have strong interpersonal and people skills. Able to communicate diplomatically with all levels from line staff to leadership.
• Must be adept at inspiring others to rally around a goal or initiative to build consensus and support.
• Should be agile and flexible when it comes to assessing, prioritizing, and addressing impromptu issues within designated (assigned) programs/divisions.
• Needs to be detail-oriented and highly organized.
• Must be strategic and analytical, with a mind for identifying solutions that not only address immediate concerns but lay the groundwork for future impacts and improvements.

PREFERRED QUALIFICATIONS

1. Education, Training and/or Experience

• Graduation from an accredited four (4) year college or university with a master's degree in HR Management or an MBA with a focus in Human Resources.
• SHRM-CP or PHR certification.
• Three (3) or more years in an HR supervisory role that would have equipped the candidate with strong verbal and written communication skills, in-depth knowledge of HR core competencies, and a broad understanding of the risks involved with employment law non-compliance.

2. Knowledge, Skills and Abilities

• Expertise in total rewards compensation analysis and structuring.
• Knowledge on how to use HR business metrics/data to drive results.
• Familiarity with PeopleSoft or other HRIS suites.
• Understanding of Hawaii State government HR protocols.
• Ability to direct and oversee the work of others with an eye for identifying key opportunities for growth and improvement.
• Insight into OHA's mission, its strategic goals, and its overall impact on the Native Hawaiian community.

Office of Hawaiian Affairs (OHA) employees must be permanent Hawaii residents. Out-of-state applicants who are offered employment with OHA will need to relocate to Hawaii and establish permanent residency.