How To Apply
To apply for this position, please go to our website (https://www.oha.org/jobs/) and download the fillable application along with a resume and cover letter to:
OFFICE OF HAWAIIAN AFFAIRS
560 N. Nimitz Highway, Suite 200
Honolulu, Hawai‘i 96817
Attention: Human Resources
Or via email: careers@oha.org
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.
Closing Date: March 18, 2026 at 4:30pm HST
Salary: $126,984 to $155,928 per year. Starting salary may be between the minimum and maximum salary range provided, based on qualifications.
The Director, Office of Human Resources (“Director”) is responsible for managing the day-to-day activities of the Office of Human Resources (“HR”) including recruiting, developing, and retaining a high-performing workforce. The Director is also responsible for the development and maintenance of enterprise-wide systems and solutions that address organizational workforce issues and comply with applicable laws and regulations.
ESSENTIAL FUNCTIONS & RESPONSIBILITIES (a more detailed description can be found on our website)
1. Strategic and Programmatic Management
2. Talent Management
3. Performance Management
4. Compensation and Benefits
5. Employee Relations
6. Safety and Health Compliance
7. Human Resources Records & Information Management
8. Fully supports in action, language, behavior and performance the priorities, decisions, and directives of the Chief Administrator.
9. Regular attendance on a daily basis is required for this position.
OTHER DUTIES/RESPONSIBILITIES
Performs other duties as assigned by the Chief Administrator in accordance with the agency’s governance framework.
MINIMUM QUALIFICATIONS
Education, Training and/or Experience
1. Education: Graduation from an accredited four (4) year college or university with a bachelor’s degree in business administration, human resources management, or related field.
• An HR certification (SHRM-CP, SHRM-SCP, PHR or SPHR) is highly desirable.
• A Juris Doctor (JD) degree from an accredited law school, with substantial coursework or practice experience in employment or labor law, workplace investigations, or organizational risk and compliance, is considered highly relevant preparation for this role. Admission to practice law is not required but may be considered favorably where accompanied by relevant HR leadership experience, including employment-related legal counsel to executive leadership or public-sector organizations.
2. Technical Work Experience: Ten (10) years of technical experience as an HR generalist OR ten (10) years of technical experience as an HR specialist whose focus was on at least two (2) of the following functional areas:
• Recruitment and Hiring
• Compensation
• Benefits
• HR Management
• EEO Regulations
• Labor Regulations
• Training and Organization Development
• Compliance and Risk Management
Technical experience should include responsibility for managing complex, sensitive, and high-risk employment matters and regularly advising executive leadership, managers, and/or divisions on employment law compliance, personnel strategy, and organizational risk.
Experience may include substantial employment or labor law practice, or in-house counsel–level advisory work, provided it demonstrates deep applied knowledge of HR systems, workforce management, regulatory compliance, employee relations, investigations, and policy development within a public, governmental, or comparably regulated environment.
Technical experience should reflect work that routinely encompasses difficult and complex personnel situations, and addresses organizational challenges with trusted, solutions-oriented counsel. Experience must include responsibility for:
• furnishing strategic advisory services to leadership regarding talent programs and workforce planning;
• developing, interpreting, and revising personnel policies and procedures;
• ensuring compliance with employment laws and regulatory requirements;
• analyzing proposed labor-related legislation and regulatory developments; and
• researching and implementing emerging HR best practices to strengthen organizational effectiveness.
A graduate degree in business administration, personnel and industrial relations, HR management, public administration, law, or related fields may substitute for two (2) years of technical work experience.
3. Supervisory Experience: Five (5) years of leadership or supervisory experience directing professional staff or leading complex organizational initiatives related to personnel management, labor relations, employment law advisory services, or human capital operations. Leadership experience may include supervising HR professionals, attorneys, investigators, or multidisciplinary teams responsible for employee relations, compliance, investigations, or organizational advisory functions on complex and sensitive HR-related matters; establishing timelines and priorities; and providing training, coaching, and performance management.
Supervisory experience must demonstrate the ability to guide staff through complex and sensitive employment matters (i.e., investigations, claims management, and compliance oversight); exercise sound judgment in high-risk or confidential situations; provide clear, balanced recommendations to executive leadership; and align workforce practices with organizational priorities and governance requirements.
Possession of the required number of years of experience will not, in itself, be accepted as proof of qualification. The candidate experience must be of such scope, complexity, and level of responsibility as to conclusively demonstrate the ability to perform the Essential Functions of this role, including the provision of high-level strategic counsel and sound judgment in complex personnel and governance environments.
Knowledge, Skills and Abilities
1. Must have working knowledge of:
• Public and private sector trends, standards, and practices in HR management
• Pertinent public and private sector labor and employment laws, rules, and regulations
• Human resource analytics and business metrics
• Strategic planning and organizational development
• Contracting, including contract implementation, contract management and budgeting, as well as contract performance evaluation and reporting
• Functions and organizations of State
2. Must have demonstrated skills or ability to:
• HR management, including talent acquisition, talent development, performance management, total rewards systems, employee relations, recordkeeping, legal compliance, and HR information systems
• Complaint investigation and resolution, as well as general problem solving
• HR-related research and analysis
• Team building, leadership coaching, employee morale-building, counseling and correction
• Facilitating collaboration among peers, and between subordinates and their supervisors
• Planning, budgeting, project management, and reporting
• Written and oral communication, including presentations and trainings
• Dealing tactfully and effectively with outside consultants, external agencies and their representatives, and with the general public
• Emergency management and crisis response
An Equal Opportunity Employer
