Island Energy Services (IES) exists to make life better for everyone in Hawai‛i. We are proud to be a local company and a leader in the logistics and distribution of energy products through our network of six terminals and 58(and growing) retail locations throughout Oahu, Maui, Moloka’i and Hawai’i islands. IES is the official licensee of the Texaco brand in Hawai‘i. www.texacoinhawaii.com. At the heart of IES, are our four core values: Kīnāʻole, Aloha, Lōkahi and Hoʻohana. These core values are embedded into how we work, live and achieve operational and financial excellence. IES’ strong commitment to a Culture of Excellence are embodied through our action of the 4 B’s: how we Believe, Behave, Belong and Become.

GENERAL SUMMARY INFORMATION

Under the supervision of the HR Manager, the Senior Human Resources Business Partner (SRHRBP) is responsible for aligning business objectives with employees and management through day-to-day interaction. The position formulates partnerships across the Island Energy Services Downstream business unit while delivering value-added service to management and employees.
Desired competencies include accuracy, attention to detail, and a proven ability to interact with all levels of the organization with a high degree of professionalism. The ideal candidate must be able to establish priorities under tight deadlines and have a proven track record as a motivated, self-starter who can work on multiple projects and priorities within a fast-paced environment. Incumbent is expected to have sound knowledge of Human Resources Information Systems, Learning Management Systems, and Microsoft Office Suite programs. Prior relevant experience in energy, manufacturing or retail industries are highly desirable.

MINIMUM QUALIFICATIONS

Education and Experience
1. Minimum of 7-10 years of progressive HR experience.
2. Experience in strategic HR planning and/or participation in strategic HR initiatives.
3. Working knowledge of multiple human resource disciplines, including compensation practices, employee relations, diversity, performance management, and federal and state respective employment laws.
4. Bachelor’s Degree in Human Resources or related field.
5. SHRM CP/SCP or PHR/SPHR certification, desired.
6. Desire to grow professionally and proven ability to work in a very fast paced environment.
Skills
1. Ability to think broadly with emphasis on HR strategy.
2. Ability to uphold to strict ethical standards: integrity, objectivity, and confidentiality.
3. Proficient Microsoft Office Suite skills, including editing and proofreading.
4. Ability to maintain automated and manual record keeping systems.
5. Strong sense of team spirit and ability to transfer it to others.
6. Ability to work independently.
7. Ability to evaluate information and exercise good judgment in making decisions. Strong analytical and problem-solving skills.
8. Ability to maintain high level of confidentiality. Problem solving—the individual identifies and resolves problems in a timely manner and gathers and analyzes information as appropriate.
9. Interpersonal Skills—the individual maintains confidentiality, remains open to others’ ideas and exhibits willingness to try new things.
10. Oral communication—the individual speaks clearly and persuasively in positive or negative situations and demonstrates group presentation skills. Ability to provide excellent customer service and customer relations.
11. Written Communication—the individual edits work for spelling and grammar, presents numerical data effectively and can read and interpret written information.
12. Planning/organizing—the individual prioritizes and plans work activities, uses time efficiently and develops realistic action plans.
13. Quality control—the individual demonstrates accuracy and thoroughness and monitors own work to ensure quality.
14. Adaptability—the individual adapts to changes in the work environment, manages competing demands and can deal with frequent change, delays or unexpected events.
15. Dependability—the individual is consistently at work and on time, follows instructions, responds to management direction and solicits feedback to improve performance.
16. Safety and security—the individual actively promotes and personally observes safety and security procedures and uses equipment and materials properly.
Desirable Skills
1. Determination and fortitude to learn and grow.
2. Microsoft Suite software.
3. Ceridian Dayforce HRIS software.
4. SHRM Certified Professional (SHRM-CP) or SHRM Certified Senior Professional (SHRM-SCP) credential or ability to obtain certification within three years of employment (ten plus years of experience may substitute for certification).
Other Requirements
1. Willingness to commit to The Island Way (IES core values of): Kīnāʻole, Aloha, Lōkahi and Hoʻohana.
2. Pass background check including periodic job-related physical abilities testing as required.
3. Must be able to obtain a Transportation Worker Identification Card (TWIC) within sixty days of hire.
4. This is a safety sensitive position and random drug testing is required.
5. Valid driver’s license with clean abstract.
6. Willingness to devote the time as needed to meet project and task deadlines. Willingness to maintain or increase skills.

SPECIAL REQUIREMENTS

Employment is contingent upon successfully passing an employee reference check, drug test, criminal background check and a five-year motor vehicle history check. This is an exempt position under FLSA regulations.
It is the policy of this Company to hire only U.S. citizens and noncitizens who are authorized to work in this country. As a condition of employment, you will be required to produce original documents establishing your identity and authorization to work, and complete the U.S. Citizenship and Immigration Service’s Form I-9
Island Energy Services, licensee of the Texaco brand, is an equal opportunity, at-will employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran

ESSENTIAL FUNCTIONS

Talent Acquisition & Employee Onboarding

• Partners with hiring managers and key stakeholders to plan and execute recruitment strategies for the Downstream business unit.
• Supports strategic workforce planning by identifying current and future talent needs and assisting in talent pipeline development.
• Manages recruitment cycle of new Downstream employees (including advertising, selection and interview of candidates, employment offers, pre-employment appointments and onboarding coordination).
• Participates and attends career fairs and manages pre/post recruitment planning.
• Administers the comprehensive new hire documentation process, ensuring all required forms (e.g., I-9, W-4, state-specific forms, company policies) are accurately completed, submitted, and filed. This includes the timely and compliant distribution of initial COBRA General Notices to all eligible new hires and their covered dependents, ensuring adherence to federal regulations and company policy.

Leave Management & Disability

• Manages leave of absence program and disability claims (FMLA, HFLL, TDI, STD and LTD) including employee relations and outreach.
• Regularly communicates with employees and Supervisors, and assists employees with the return-to-work processes.
• Responsible for timesheet entries while employee is on medical leave status.
• Keeps HR Team appraised of payroll and return to work status.

Employee Relations & Performance Management

• Provides day to day performance management guidance to line management (e.g. coaching, counseling, career development, disciplinary action, etc.).
• Collaborates with HR leadership to support investigations and conflict resolution.
• Assists as a point of contact for routine union employee inquiries, directing complex issues to appropriate HR or management personnel.
• Works closely with management employees to improve work relationships, build morale and increase productivity and retention. Provides HR policy guidance and interpretation.

Learning & Development/Workforce & Succession Planning

• Supports and manages professional development requests and identifies training needs for workforce planning and succession planning.
• Facilitates the logistical planning and execution of various HR Training and Development initiatives.
• Participates in evaluation and monitoring of training programs to ensure success.

Compliance – Drug & Alcohol Program Administration

• Administer IES’ Alcohol and Drug Program for Downstream business units including monthly random drug testing program.
• Manages post-accident/incident and pre-employment drug testing.
• Serves as liaison with testing providers and ensures timely documentation and reporting.
• Maintains program records and supports periodic audits or updates to procedures.

Benefits Administration & HR Program Coordination

• Assists with the coordination of Employee Open Enrollment, including preparing communication materials and coordinating informational sessions and onsite Benefits fairs.
• Facilitates the logistical planning and execution of various HR Benefits and Wellness program initiatives.
• Supports administration of IES’ Benefits program.
• Responsible for monthly billing/invoices and reconciliations with payroll/Dayforce.

HR Analytics & Policy Guidance

• Analyzes trends and metrics for HR reporting.
• Provides general policy guidance to stakeholders, escalating complex matters to HR leadership.
• Participates in periodic review and updates of internal HR procedures and handbooks.

Teamwork & Collaboration

• Works effectively with coworkers and others by sharing ideas in a constructive, positive manner, listening to and objectively considering ideas and suggestions from others;
• Keeping commitments and keeping others informed of work progress and issues;
• Addressing problems and issues constructively to find mutually acceptable and practical solutions;
• Respecting the diversity of the IES workforce in actions, words and deeds.

Safety Compliance

• Maintains commitment to a high standard of safety, comply with all safety laws and IES safety policies/rules
• Reports actual and potential safety violations to appropriate supervisory or management personnel.

OTHER DUTIES

1. As needed performs tasks to serve as backup for other staff in their absence.
2. Performs other duties consistent with the scope of the position.