Jobs at Hawaii Community Foundation (Now Hiring) — 3 open

• Lead enterprise-wide organizational effectiveness initiatives that improve alignment, accountability, communication, and cross-functional collaboration. 
• Partner with executive leadership to align organizational structure, talent strategy, and workforce capabilities with HCF’s long-term strategic goal.
• Develop organizational performance systems that strengthen accountability, clarify expectations, and support mission-driven outcomes. 
• Utilize workforce data, employee insights, and organizational metrics to identify trends, risks, and opportunities related to talent, engagement, retention, and organizational health.
• Guide the development of leadership competencies and management expectations that strengthen organizational consistency and effectiveness. 
• Assess organizational capacity and recommend strategies to improve operational alignment, team effectiveness, and long-term sustainability.
• Advise executive leadership on organizational design, team alignment, and decision-making structures that support strategic priorities and operational effectiveness. 

• Lead organizational change management efforts that support evolving strategic priorities, organizational growth, and cross-functional alignment. 
• Help leaders navigate organizational complexity, cultural change, and evolving workforce expectations.

• Design and evolve organizational performance frameworks that align individual, departmental, and enterprise goals with HCF’s strategic priorities and CHANGE Framework objectives. 
• Partner with executive leadership to strengthen a culture of accountability, continuous improvement, and measurable impact. 
• Establish leadership expectations and performance practices that reinforce organizational values, collaboration, stewardship, and mission effectiveness. 
• Guide organizational practices related to goal setting, performance feedback, and professional development to ensure consistency and equity across departments. 
• Utilize performance and workforce data to identify organizational trends, leadership development opportunities, and workforce risks. 
• Support managers and executive leaders in strengthening supervisory effectiveness, coaching practices, and team accountability. 
• Ensure performance systems support organizational learning, adaptability, and long-term sustainability.

• Provide strategic leadership and direction for HCF’s People Operations and Growth functions through direct supervision of the HR Manager. 
• Partner with the HR Manager to strengthen operational consistency, employee experience, and organizational responsiveness. 
• Establish priorities, goals, and performance expectations for the People Operations and Growth team aligned with HCF’s strategic objectives and organizational culture. 
• Ensure HR operations, workforce systems, policies, and people practices effectively support organizational goals, legal compliance, employee experience, and operational sustainability.
• Support the HR Manager in addressing sensitive personnel matters, organizational risk, and complex workforce issues when appropriate. 
• Build internal HR capacity and infrastructure to support HCF’s continued growth, leadership development, and organizational maturity.

• Develop and oversee workforce strategies that support HCF’s long-term strategic priorities, organizational sustainability, and community impact goals. 
• Align compensation philosophy and talent investment strategies with HCF’s values, organizational culture, and workforce needs. 
• Ensure compensation practices promote internal equity, external competitiveness, and alignment with nonprofit and philanthropic sector best practices. 
• Partner with executive leadership and Finance to support long-term workforce planning, organizational growth, and budget sustainability. 
• Utilize workforce and compensation data to identify trends, organizational risks, retention challenges, and talent opportunities. 
• Provide strategic oversight of salary administration frameworks, career pathways, and workforce development practices that support employee growth and organizational effectiveness. 
• Guide organizational approaches to retention, employee value proposition, and workforce engagement to strengthen long-term organizational capacity. 
• Advise leadership on workforce implications related to organizational structure, role design, succession planning, and evolving operational priorities. 
• Ensure workforce strategies and people investments support HCF’s CHANGE Framework priorities, leadership development goals, and long-term organizational resilience. 
• Partner with the HR Manager to ensure compensation administration, benefits programs, and related HR processes are implemented consistently and effectively.

• Bachelor’s degree required, advanced degree in human resources, organizational development, public administration, or related field preferred.
• Demonstrated ability to align talent, leadership and organizational systems with strategic goals and measurable outcomes. 
• Experience leading organizational change, workforce planning, and enterprise-wide people initiatives.
• Strong strategic thinking, organizational effectiveness, and systems leadership skills.
• Proven ability to influence senior leaders and drive cross-functional alignment and accountability.

Experience 

• 10+ years of progressive experience in organizational leadership, human resources, or organizational development. 
• 3+ years of senior leadership experience.
• Experience in nonprofit, philanthropic, public sector, or mission-driven organization strongly preferred.

• Organizational development and change management
• Leadership coaching and talent development
• Workforce strategy and compensation philosophy
• Employment law and HR compliance oversight
• Conflict resolution and facilitation
• Strong interpersonal, communication, and relationship-building skills
• Cultural competence and commitment to community-centered work.

Work Environment/Physical/Mental Demands:

• Works under regular office conditions with the ability to work remotely. 
• General office hours are M-F, 8:00 to 5:00 pm, with flexible hours as needed.
• Required to travel as needed.
• Ability to participate in community meetings and events, including occasional evenings or weekends.
• Ability to operate general office equipment including computers, copiers, printers, etc.
• Ability to lift, carry, push, pull, up to 25 lbs. of general office material or equipment.