PURPOSE STATEMENT:

The Director of Human Resources provides strategic and operational leadership across all HR functions while serving as the primary lead for labor relations activities. Reporting to the Vice President of Human Resources, this position oversees the HR Department staff, collaborates on high-focus and enterprise-level initiatives, and ensures compliance with all employment laws, collective bargaining agreements, and industry regulations.

As both a strategic partner and hands-on leader, the Director strengthens employee and labor relations, advances workforce planning, organizational development, and performance management, and drives continuous improvement and change management initiatives. Serving as a trusted advisor to leadership, this role fosters a culture of engagement, accountability, and safety while ensuring HR strategies and practices enhance organizational effectiveness and long-term sustainability.

ESSENTIAL FUNCTIONS/RESPONSIBILITIES:

• Strategic Leadership & Collaboration
  • Partner with the VP of Human Resources to shape and execute HR strategies that support the Company’s business objectives and workforce needs.
  • Collaborate on enterprise-level initiatives such as labor negotiations, succession planning, employee engagement, and workforce development.
  • Serve as a visible HR leader across the organization, fostering trust and collaboration with executives, managers, union leadership, and employees.
• HR Department Leadership
  • Lead, mentor, and oversee the HR Department staff, ensuring alignment of team priorities with organizational goals.
  • Assign responsibilities, manage workload distribution, and hold staff accountable for performance and service delivery.
  • Provide coaching, feedback, and professional development opportunities to build team capability and career growth.
  • Foster a culture of collaboration, continuous improvement, and excellence within the HR team.
  • Ensure consistent application of HR practices and high-quality support across all HR functions, including recruitment, employee relations, compliance, benefits, and organizational development.
• Labor & Employee Relations
  • Lead labor relations activities, including contract administration, grievance resolution, mediations, arbitrations, and collective bargaining negotiations, in collaboration with the VP.
  • Partner with managers and union representatives to maintain constructive employee relations, address workplace issues, and uphold a culture of respect and accountability.
  • Provide consistent guidance on interpreting collective bargaining agreements and HR policies.
• Performance Management & Talent Development
  • Oversee the performance management process, ensuring alignment with organizational goals and accountability for results.
  • Guide managers in coaching, counseling, career development, and progressive discipline.
  • Partner with Learning & Organizational Development to implement training, executive coaching, and leadership development programs.
• Change Management & Continuous Improvement
  • Lead change management initiatives that support organizational effectiveness, workforce readiness, and cultural alignment.
  • Promote a culture of continuous improvement by assessing HR processes, implementing best practices, and driving efficiencies across the department.
• Compliance, Compensation & Workforce Planning
  • Ensure compliance with all federal and state employment laws, collective bargaining agreements, and industry-specific regulations (e.g., PHMSA, DOT, OSHA).
  • Direct compensation and rewards programs in consultation with the Executive Leadership Team, ensuring competitiveness, equity, and compliance for both union and non-union employees.
  • Collaborate with leadership on organizational design, workforce planning, and succession planning to ensure workforce sustainability and readiness.

OTHER FUNCTIONS/RESPONSIBILITIES:

• Promote and comply with all Company safety rules, policies, and procedures; actively support a culture of safety by maintaining current EH&S training, modeling safe work practices, and reporting unsafe conditions or acts.
• Ensure compliance with all Hawaii Gas policies, procedures, and regulatory requirements.
• Maintain a professional and safe work environment by ensuring assigned areas, equipment, and records are organized, secure, and in proper order.
• Demonstrate responsible work practices, ethical conduct, and accountability in all aspects of the role.
• Represent Hawaii Gas in community, industry, and professional forums to strengthen external relationships, promote the Company’s reputation, and stay current on HR and labor relations best practices.
• Perform other related duties as assigned by the Vice President of Human Resources & Labor Relations to support business needs and organizational priorities.

Required Education and/or Work Experience:

• Education: Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent industry experience may be considered.
• Experience: Minimum of 8–10 years of progressive HR leadership experience with demonstrated expertise in resolving complex employee and labor relations issues.
• Labor Relations: : Must have 10-12 years of experience, with 5-7 years directly in labor relations. Advanced knowledge and demonstrated success in collective bargaining strategy, grievance/arbitration management, and labor-management partnership initiatives. 
• HR Knowledge: Strong working knowledge of multiple human resources disciplines, including compensation, organizational development, employee relations, diversity and inclusion, performance management, and federal and state employment laws.
• Regulated Industry Awareness: Familiarity with HR practices in highly regulated industries (e.g., utilities, energy, transportation, or similar) preferred.
• Technical Skills: Proficiency in MS Office applications (Word, Excel, PowerPoint) and experience with HRIS, payroll, and reporting systems.
• Analytical & Business Acumen: Demonstrated ability to analyze workforce data, identify trends, and provide insights that support business and operational decision-making.

Preferred Education and/or Work Experience:

• Education: Master’s degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or related field.
• Industry Experience: Prior HR leadership experience within the utilities, energy, or other highly regulated industries.
• Labor Relations Expertise: Advanced knowledge and demonstrated success in collective bargaining strategy, grievance/arbitration management, and labor-management partnership initiatives.
• Change & Improvement Skills: Experience leading organizational change initiatives and applying continuous improvement methodologies (e.g., Lean, Six Sigma, or similar) to HR processes.
• Strategic Leadership: Proven track record of aligning HR strategy with business goals, advising executives, and driving organizational performance.
• Technology Fluency: Experience implementing or optimizing HRIS, payroll, and workforce analytics tools to improve efficiency and decision-making.
• Community & Industry Engagement: Demonstrated involvement in professional associations, community organizations, or industry forums that enhance organizational visibility and influence

Required Licensure, Certification, Registration or Designation:

• Valid Hawaii driver’s license.

Preferred Licensure, Certification, Registration or Designation:

• Professional certification such as, SHRM-SCP or HRCI SPHR Certification, Labor Relations Certification or equivalent.