Organizational Effectiveness Division Manager

First Hawaiian Bank is currently seeking an Organizational Effectiveness Division Manager to join the Human Resources team.

Compensation

The salary range for this role is $130,000 - $220,000/year; commensurate with experience.

The successful candidate will be hired for the level of the position that aligns with their experience.

Work Schedule

Monday - Friday 8:00AM - 5:00PM (hours may vary)

The ideal candidate will have

• Bachelor's degree in Business, Industrial and Organizational Psychology or related field or equivalent experience required
• Master's degree in Business, Organizational Development, Industrial and Organizational Psychology or related field preferred
• Minimum 5 years of Organizational Effectiveness/Organizational Development experience and 5 years of experience managing a professional staff or equivalent experience required
• 5-10 years of Training and/or Organizational Effectiveness/Development experience and 3-5 years managing either a Training or Organizational Development department preferred
• Advanced teaching, facilitation, consulting, program development and management skills
• Knowledge of principles of talent/organizational development & organizational effectiveness
• Strong coaching and counseling skills to guide and develop individuals, groups and teams
• Excellent analytical and persuasive skills to review a situation, identify opportunities and influence direction and choice
• Effective planning, time management and visioning skills to manage multiple, competing deadlines and projects
• Strong communication skills to include active listening, presentation, writing and speaking
• Demonstrated interpersonal skills to gain clients' confidence, trust and respects
• Ability to remain flexible and adaptable in a rapid and change environment
• Training and/or work experience in transformation strategies, supervisory techniques and intervention/negotiation situations
• Basic to intermediate-level proficiency in Microsoft Office applications (Word, Excel, PowerPoint, Outlook); Oracle Human Capital Management System

In this role, the Organizational Effectiveness Division Manager leads and directs workforce strategies through consultative guidance to increase employee engagement, strengthen organizational culture, and drive organizational, team and individual performance, enhancing business capabilities and advancing the Bank's strategic objectives. The role will also optimize human capital investments by partnering with business units to provide advisory services aligned with enterprise priorities, cultural values, and to achieve strategic business objectives. The Organizational Effectiveness Division Manager enables high performance and future organizational growth by focusing on attracting, developing and retaining top talent in an increasingly competitive talent market and provide enterprise-wide strategic leadership for the development, integration, and implementation of culture initiatives that foster a positive, inclusive, and high-performing workplace culture. They will also partner with business leaders to identify critical roles, build succession pipelines, and design development pathways, ensuring alignment between workforce capabilities, leadership readiness, culture priorities, and future business needs.

In this role, the Organizational Effectiveness Division Manager leads and directs workforce strategies through consultative guidance to increase employee engagement, strengthen organizational culture, and drive organizational, team and individual performance, enhancing business capabilities and advancing the Bank's strategic objectives. The role will also optimize human capital investments by partnering with business units to provide advisory services aligned with enterprise priorities, cultural values, and to achieve strategic business objectives. The Organizational Effectiveness Division Manager enables high performance and future organizational growth by focusing on attracting, developing and retaining top talent in an increasingly competitive talent market and provide enterprise-wide strategic leadership for the development, integration, and implementation of culture initiatives that foster a positive, inclusive, and high-performing workplace culture. They will also partner with business leaders to identify critical roles, build succession pipelines, and design development pathways, ensuring alignment between workforce capabilities, leadership readiness, culture priorities, and future business needs.