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Description

At Hawaiian Airlines, we are all about welcoming our guests with Hawaiian hospitality and aloha, and taking care of our people, our home, and the communities we serve. Join our ‘ohana and be a part of an exciting team of professionals dedicated to serving our kama‘āina and introducing our islands to the world!

• Position Summary*

This role ensures HR policy compliance and legal adherence across international locations, focusing on home country labor laws. Key responsibilities include managing employee relations, conducting investigations, and collaborating with legal advisors. The position oversees HR activities such as recruitment, onboarding, benefits, and training while maintaining knowledge of country-specific employment laws. Serving as an HR contact for employees and managers in Japan and Korea, the role develops HR initiatives aligned with business goals, fosters a positive work environment, supports Country Directors, manages vendor relationships, and provides training and guidance for optimal performance.

This position will be located in either our Honolulu, HI or Tokyo, JPN location. Relocation assistance will be provided for qualified applicants.

• Key Responsibilities*

COMPLIANCE WITH HR POLICIES:

• Ensure employee relations issues are proactively managed and/or properly identified, investigated, and resolved, including providing counsel to managers.

• Effectively conclude investigations by facilitating a review of the decision with appropriate stakeholders, ensuring legal requirements are met to minimize liability, and engaging with internal law department and outside counsel (when appropriate) on high-risk claims.

• Plans, develops, and implements human resource programs and strategies for international locations to enhance organizational effectiveness with a concentration on home country labor laws, practices, and legal issues.

• Oversee and manage all other HR activities such as recruitment, onboarding, employee relations, employment contracts, benefits, compensation, leave management, training, internships, offboarding, and other HR Administration duties as needed.

• Administer Company’s human resources policies and procedures.

• Maintain in-depth knowledge of country and local employment law requirements and work rules to ensure proper handling of employee legal issues.

RETENTION AND ENGAGEMENT:

• Serve as day-to-day HR point of contact for employees and managers in Japan and Korea, including providing guidance on HR-related issues, policies, and programs.

• Collaborate with HR leaders and teams to understand business objectives and develop international HR initiatives aligned with company goals.

• Identify and track trends with work groups and leaders to build and foster a positive work environment.

• Transparently address any non-compliance of processes or policies and promote consistent practices throughout the organization.

• Assist the People Relations team by providing employee relations best practices and identifying tactics to enhance employee relations capabilities through the design & implementation of programs, policies, and procedures.

• Stay current with employee relations trends, regulations, and legal requirements.

• Partner with business leaders on advocating change management and company-led initiatives.

• Partner with internal and external legal advisors on managing various country employee-employer issues.

• Ensure aligned culture and experience for employees and workgroups.

• Demonstrates HA’s values and encourages a workplace environment that values teamwork and fosters collaboration, including developing and executing strategies to enhance the connection to headquarters.

• Implement and maintain thorough documentation of employee relations issues and employee records.

MANAGEMENT SUPPORT:

• Serve as HR partner to the Country Directors and management team to support business and HR needs to Hawaiian Airlines international operations.

• Manages third-party vendor relationships in Japan and Korea to ensure proper administration of international HR operations.

• Counsel, guide, and educate managers for optimal performance and resolution of employee relations discipline matters.

• Recommend training and development needs for managers and employees and conduct in-person training.

• Other duties as assigned.

• Minimum Requirements*

• Bachelor’s degree in a relevant field and five years of broad HR experience, preferably as an HR Generalist or as an HR business partner supporting Japan and international HR operations, or related experience; or an equivalent combination of education and related working experience.

• Broad understanding of international recruitment, employee relations, employment contracts, training, rewards, recognition, and/or payroll.

• Strong knowledge of Japan, Korea and local employment laws and regulations, with the ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

• Fluent (speaking, reading, and writing) in both English and Japanese.

• Ability to travel up 50% of the time. Split time between Japan and Honolulu offices

• Ability to effectively interact with all levels of the company and positively influence the company’s culture and values.

• Proven experience with problem analysis, conflict management, and resolution.

• Subject matter expert in employment laws, practices, and regulatory areas in Japan, and Korea.

• Ability to handle stressful situations with grace, diplomacy, and remain neutral in difficult employee relation issues.

• Ability to make decisions in a fair and consistent manner.

• Ability to manage confidential information.

• Ability to effectively organize, prioritize, and handle multiple assignments simultaneously.

• Strong computer skills (proficiency with Windows, MS Office, Excel, PowerPoint).

• Strong communication skills: written, spoken, and presentation.

• Demonstrated critical thinking, analytical, and problem-solving skills.

• ** Ability to work in a fast-paced, highly team-oriented environment.

/ **Hawaiian Airlines is regulated by the Department of Transportation (DOT - regulation, 49 CFR part 40) and all applicants are advised that post-offer and/or pre-employment drug testing will be conducted to determine the presence of Marijuana, Cocaine, Opioids, PCP (Phencyclidine), and Amphetamine prior to any offer of employment or transfer into a safety-sensitive position. Failure to submit to testing or positive indications of drug use will render the applicant ineligible for employment with Hawaiian Airlines and any employment offer will be withdrawn./

/ * In addition to routine employment eligibility verification, U.S.-based airlines must gather information to validate country of citizenship and country of birth. Upon hire, you must provide documentation proving your current country citizenship and birthplace./

/ Must be legally authorized to work in the United States, for any employer, without sponsorship. Hawaiian Airlines will not sponsor applicants for nonimmigrant or immigrant employment visas or status for this position./

/ At Hawaiian Airlines, we are dedicated to offering a comprehensive total rewards package that aims to attract, engage, and retain the finest talent in the industry. Our rewards structure is thoughtfully designed to include a competitive base salary coupled with variable compensation opportunities. This balanced approach ensures a fulfilling and lucrative work environment, aligning individual achievements with the broader organizational success./

/ Please note that the provided salary information serves as a general guideline. Our salary is determined by a candidate's experience and qualifications as well as market and business considerations. The expected pay range is $109,000 - $134,000 USD./

• Preferred Qualifications*

• ** Airline industry experience

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• About Hawaiian Airlines*

Now in its 95th year of continuous service, Hawaiian is Hawaiʻi's biggest and longest-serving airline. Hawaiian offers approximately 150 daily flights within the Hawaiian Islands, and nonstop flights between Hawaiʻi and 16 U.S. gateway cities – more than any other airline – as well as service connecting Honolulu and American Samoa, Australia, Cook Islands, Japan, New Zealand, South Korea and Tahiti.

Consumer surveys by Condé Nast Traveler and TripAdvisor have placed Hawaiian among the top of all domestic airlines serving Hawaiʻi. The carrier was named Hawaiʻi's best employer by Forbes in 2022 and has topped /Travel + Leisure’s World’s Best/ list as the No. 1 U.S. airline for the past two years. Hawaiian has also led all U.S. carriers in on-time performance for 18 consecutive years (2004-2021) as reported by the U.S. Department of Transportation.

The airline is committed to connecting people with aloha by offering complimentary meals for all guests on transpacific routes and the convenience of no change fees on Main Cabin and Premium Cabin seats. HawaiianMiles members also enjoy flexibility with miles that never expire. As Hawai‘i’s hometown airline, Hawaiian encourages guests to Travel Pono and experience the islands safely and respectfully.

Hawaiian Airlines, Inc. is a subsidiary of Hawaiian Holdings, Inc. (NASDAQ: HA). Additional information is available at HawaiianAirlines.com. Follow Hawaiian’s Twitter updates (@HawaiianAir), become a fan on Facebook (Hawaiian Airlines), and follow us on Instagram (hawaiianairlines). For career postings and updates, follow Hawaiian’s LinkedIn page.

For media inquiries, please visit Hawaiian Airlines’ online newsroom.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)