The Office of Hawaiian Affairs is an equal opportunity employer. To apply for any of the posted positions in the jobs listing below, download, complete and submit an application. Submit your completed application and resume to:
OFFICE OF HAWAIIAN AFFAIRS
560 N. Nimitz Highway, Suite 200
Honolulu, Hawai‘i 96817
Attention: Human Resources
Or submit via email: ohahr@oha.org
In addition to the opportunity to work toward the betterment of the Native Hawaiian community, the Office of Hawaiian Affairs offers competitive compensation and excellent employee benefits. As a quasi-state agency, OHA provides the following state benefits:
Ka Pou Nui is also responsible for supporting and encouraging internal and external collaboration, driving internal sharing of information and knowledge, and developing new organizational performance models and systems.
ESSENTIAL FUNCTIONS & RESPONSIBILITIES
1. Strategic Planning and Execution
a. Works with Ka Pouhana, the Chief Executive Officer, and Ke Kaupoku, the Board of Trustees, on the formulation and implementation of the Strategic Plan, all related strategies, tactics and operational components and updates. Develops and leads the implementation of optimal organizational structures and integrated management systems in order to fully implement the Strategic Plan as directed by Ka Pouhana.
b. Collaborates with and supports the Human Resources Director, in the development and implementation of organizational development strategies, change management methodologies, to ensure implementation of strategic direction and priorities across all programs. Ensures comprehensive alignment to advocacy initiatives and Ka Pouhana directives. Subsequently reviews all products and content and makes recommendations to Ka Pouhana.
c. Provides strategic analyses to Ka Pouhana regarding aggregate issues and trends in the political, business, economic, and social environment in which OHA is operating and proactively recommends appropriate organizational strategies and actions.
d. Works with OHA’s Chief Technology Officer on the formulation and execution of technology projects. Ensures that IT activities are aligned with OHA’s strategic priorities.
e. Assists Ka Pouhana in positioning advocacy initiatives on the public stage.
2. Executive Team (Ka ‘Aha) Membership
a. Creates and sustains the optimal functional, organizational culture to implement the Strategic Plan and execute Ka Pouhana priorities, decisions, and directives.
b. Communicates to na a Paia (“Divisions”), and other members of the Ka ʻAha (“Executive Team”), information, decisions, and directives provided by Ka Pouhana and/or the Board of Trustees. Ensures that information and business workflow move effectively through and across Divisions/Paia and Programs.
c. Ensures Ka ʻAha members share information and insights, use collaboration as needed to explore issues and/or solve problems, and demonstrate shared values and responsibility for Ka ʻAha performance. Takes whatever actions are required to manage people and functions, addressing knowledge, skill, behavior and performance gaps.
d. Engages team members in after-action, lessons learned, post event reviews or analysis of all initiative implementations to create replicable successes and development of “best practices”.
e. Provides analyses to Ka Pouhana of issues, trends, and gaps related to execution of decisions and directives and recommends performance interventions as needed.
3. Operations
a. In General
1. Strategically organizes and aligns resource management, research, community engagement, and advocacy efforts to support change initiatives.
2. Works with Ka Pouhana and na Paia Managers and Directors in the development and administration of systems. Systems shall include, but may not be limited to: performance-based budgeting and accounting structures; employee and contractor performance management systems; data collection and data management systems; performance reporting systems; performance evaluation systems; and alignment of policies, procedures and practices.
3. Ensures that performance information is systematically, consistently, and appropriately used for strategic, operational, and tactical decision-making to continuously improve performance results.
4. Provides strategic analysis to Ka Pouhana regarding aggregate issues, trends, and ongoing professional observations about the organization, its operations, and its financial and operational performance. Proactively recommends appropriate organizational responses to prevent negative impact on capacity to achieve results.
b. Oversight of Divisional Executive Strategies
1. Supervises the activities of the na Poukihi to ensure that the Executive Team and their respective operational groups comply with the values, principles, ethical standards, and performance standards set forth by Ka Pouhana and/or Ke Kaupoku while performing their duties.
2. Ensures that all assets, business strategies, structure, and culture are aligned to and executed so that Strategic Plan priorities and results are achieved, according to the priorities articulated by Ka Pouhana.
c. Direction and Leadership
1. Provides strategic direction to ensure the use of collaborative practices and sharing of information, perspectives, and ideas across all Divisions and Programs, disciplines, and organizational levels to maximize return on investment in processes, relationships, and systems.
2. Provides strategic management to ensure adaptation of processes and technology to ensure return on investment in technologies and new processes. Ensures that people and team management processes facilitate ongoing learning and innovation.
4. Human Resources Management
a. Makes hiring and other personnel recommendations to Ka Pouhana.
b. Collaborates with the Human Resources Director to ensure the integration of the Strategic Plan elements and performance measures into executive, management, employee, and contractor performance plans, mid-year performance feedback processes, and end-of-year performance evaluations.
c. Provides oversight and management to ensure successful delivery of executive level administrative support, calendar management, meeting logistics, office management and public appearances/events support services.
d. Performs, on behalf of Ka Pouhana and according to input, supervisory tasks, such as leave time approvals, performance reviews, etc.
5. Ka Pou Nui must fully support in action, language, behavior and performance the priorities, decisions, and directives of Ka Pouhana.
6. Regular attendance on a daily basis is required for this position.
OTHER DUTIES/RESPONSIBILITIES
1. On behalf of Ka Pouhana, Ka Pou Nui may represent Ka Pouhana, communicate according to his wishes, represent OHA with external policy making entities and act in his stead when requested. Ka Pou Nui may also serve as Acting Ka Pouhana in her absence.
2.Perform s other duties as assigned by Ka Pouhana.
MINIMUM QUALIFICATIONS
1. At least twelve (12) years of progressively responsible senior/executive level experience in organizational/corporate management or public administration, of which the last seven (7) years must be at executive or leadership levels.
2. Graduate degree in public administration, political science, business administration, or related field; relevant experience may substitute for degree requirements.
3. Experience in organizational management with the ability to coach senior-level staff to manage and develop high-performance teams and develop and implement program strategies.
4.Demonstrated written and verbal communication skills in presenting persuasive and passionate ideas, analyses, reports, presentations, legislative testimony, and other public settings.
5. Experience in designing and/or successfully leading enterprise-wide change initiatives preferred, including change management strategies.
To apply for this position, Download, complete and submit this fillable application form
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: ohahr@oha.org
An Equal Opportunity Employer
The Chief Financial Officer (“CFO”) is responsible for the financial operations of the Office of Hawaiian Affairs (“OHA”). This position advises the Chief Executive Officer (“CEO”) and Executive Team on budgetary, project, capital and other strategy formation, acquisition of assets, investment strategies, and the financial impact of decisions. The CFO is responsible for ensuring the prudent management of financial risk, maintenance of appropriate internal and accounting controls, and the proper preparation and timely submission of comprehensive analyses, budgets, forecasts, financial statements and reports. The CFO is also the executive-level Division director responsible for overseeing OHA’s Programs in the areas of investment, accounting services, procurement, and lending. The CFO must ensure that each of these Programs is collectively and effectively executing OHA’s Strategic and Tactical plans and the Division’s Operational Work plans, collaborating within and across Divisions and Programs and ensuring policy, procedure and practice alignment.
ESSENTIAL FUNCTIONS & RESPONSIBILITIES
1. Strategic Planning and Execution
a. Provides strategic analyses to the CEO and organization on issues and trends in the business, economic, and fiscal environment in which OHA is operating; and proactively recommends appropriate strategies and actions to ensure strategic and tactical alignment and fiscal sustainability.
b. Works with CEO, Executive Team and Board of Trustees (“BOT”) on the formulation of OHA’s Strategic Plan and Tactical plans, including all related measurement, monitoring and reporting components and updates. Ensures that Division operational work plans and activities are aligned with OHA’s strategic and tactical plans.
c. Assesses and monitors OHA’s overall financial needs, strategy implementation and performance. Briefs the CEO, Executive Team and BOT (as needed) on internal and external issues, trends, and developments which may have bearing on strategic, tactical and operational decision making.
2. Operations
a. Financial Management and Systems
* Primarily responsible for leading and overseeing the financial aspects of the organization’s Strategic and Tactical plans (e.g., budgets, projections, analyses). Primarily responsible for managing and reporting on financial performance consistent with current and emerging best practices. Ensures that all Division and Program performance budgets demonstrate fiscal restraint and are formulated and constructed in alignment with organizational priorities and executed properly.
* On behalf of the CEO and at CEO’s discretion, has approval authority across the organization on budget proposals, budget modifications, contracts, financial disbursements, contract payments, special payments, activities, initiatives, and other transactions or efforts which have financial implications for the agency.
* Ensures development and maintenance of financial asset management systems.
* Establishes the linkage between financial and operational management, and ensures that all monies are budgeted, allocated, and expended accordingly to the agency’s Performance Based Budget and consistent with OHA’s guidelines and expectations.
* Works with contract managers to ensure that appropriate contract management (e.g., deliverables, payments, reports) is performed in accordance with OHA’s policies and procedures, and the terms of the applicable contracts.
* Interprets and delivers complex data and information, providing recommendations directly to the CEO and Board (as requested), regarding OHA’s budget, investments, finances, and all related policies and procedures.
* Oversees the work of outside auditors, consultants and employees preparing and/or filing reports, annual audits, and tax or informational returns (if applicable).
* Oversees the coordinated organizational response to financial information (e.g., budgeting, spending, funds, appropriate, allocation, public land trust) in collaboration with Advocacy function to respond to a variety of stakeholders (e.g., Attorney General, State Legislature, State Auditor, Congress).
* Collaborates with the CEO and chief investment officer function to implement Trustee policies (e.g., spending, investment, real estate, economic policy, debt management), including any implemented Board governance structures.
b. Oversight of Division Programs
* Provides general oversight of day-to-day activities of Division including: management of financial assets and investments; development of standards for ensuring performance-based contracting; proper administration and management of loan program(s); marshalling the financial, technology and information systems needed to achieve strategic and operational results, including due diligence, studies and other analyses.
* Oversees and manages organization wide budget construction, management and reporting. Coordinates budget construction, management and reporting with the Systems Office for organizational and beneficiary reporting.
* Oversees periodic financial reporting (e.g., monthly, quarterly, annually); and coordinates reporting with the Systems Office for organizational and beneficiary reporting.
* Ensures Division programs are aligned with OHA’s Strategic Plan and initiatives. Reviews content of Program work plans and budget to ensure accuracy and quality before submitting to the CEO. Upon request, provides CEO and BOT with updates on Division programs and results.
* Supervises the activities of the Division to ensure Program Managers and their staff comply with applicable accounting, budgeting, auditing and reporting requirements, standards and principles; and have resources necessary to complete assignments.
* Oversees the organization’s information technology function, including oversight of areas related to hardware, software, systems requirements, design, procurement, upgrades, implementation, security, monitoring, policies, procedures, integration, intranet and internet presence, support, records management, internal controls, disaster recovery, business continuity, etc.
* Ensures that Division staff routinely meet and collaborate to plan, make decisions, and solve problems with other OHA Divisions and Programs.
3. Management
a. Makes hiring and other personnel recommendations for the Division to the CEO.
b. Works with OHA’s Human Resources office to ensure professional development and staff training for Division personnel.
c. Ensures that employees within Division share information and insights, use collaboration as needed to explore issues and/or solve problems, and demonstrate shared responsibility for program performance. Takes whatever actions are required to create positive working environments in alignment with the organizations core values, addressing areas of need when necessary.
d. Ensures integration of Strategic Plan and tactical elements and performance measures into Division management, employee, contractor, and grantee performance reviews and improvement plans.
e. Performs supervisory tasks, such as leave time approvals, performance reviews, coaching, training, and related employment decisions for Division. Disseminates needed information to staff in a timely manner.
f. Ensures without exception the proper handling and maintenance of confidential, sensitive and/or proprietary information.
g. Performs job duties in accordance with OHA’s policies and procedures. Considers OHA’s mission and core values when making decisions.
4. The CFO must fully support in action, language, behavior and performance the priorities, decisions, and directives of the CEO.
5. Regular attendance daily is required for this position.
OTHER DUTIES/RESPONSIBILITIES
Performs other duties as assigned by the CEO.
MINIMUM QUALIFICATIONS
1. Graduation from an accredited college or university with a bachelor’s degree in business administration or related field. A current Certified Public Accountant (CPA) certification required.
2. Ten (10) years of progressively responsible experience in a senior level finance or accounting position with demonstrated leadership skills.
3. Five (5) years of supervisory experience that involved management of professional staff and responsibility for the development, management, execution and coordination of program policies and activities.
To apply for this position, Download, complete and submit this fillable application form
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: ohahr@oha.org
An Equal Opportunity Employer
The Human Resources Director (HRD) is a member of OHA’s Executive Team and responsible for overseeing, managing and leading the human capital and resources function strategically, tactically and operationally. In this capacity, the Human Resources Director (HRD) will be responsible for overseeing the organization’s integrated human resource functions: planning, talent and position management; employee engagement, retention and relations; payroll, compensation and benefits; performance management, and training and development. The HRD will also develop, establish, align, implement and evaluate enterprise-wide systems, relationships, solutions, policies, programs, processes, procedures and guidelines to: comply with applicable laws and regulations; address organizational risk assessments and workforce issues; and strengthen the human capital resources of the OHA.
ESSENTIAL FUNCTIONS & RESPONSIBILITIES
1. Planning
a. Oversees the short, mid and long-term human capital program planning activities and strategies ensuring alignment with strategic, tactical and operating initiatives, priorities, and directives of the CEO, COO, and the Senior Legal Counsel.
b. Communicates with the Senior Legal Counsel, the COO and/or CEO, regarding internal and external human resource issues and trends which may bear on strategic and operational decision making.
c. Recommends organizational design and staffing to the Senior Legal Counsel, COO and/or CEO in order to support implementation of strategic, tactical and implementation plans.
d. Oversees the talent management, performance management and rewards systems to ensure consistency with organizational priorities and resourcing to align to strategic objectives.
e. Oversees the design, implementation and evaluation of the workforce environment that embodies the organization’s core values.
2. Talent Management
A. Position Management
a. Makes recommendations in the design, implementation and evaluation of the organization’s functional operating design (e.g., organization chart, position leveling, salary ranges).
b. Ensures across the organization alignment in the design, development, implementation and evaluation of positions.
c. Supports Management in the operating development of position descriptions.
d. Directs and oversees aligned organization wide position leveling and salary range elements.
B. Talent Management
a. Designs, implements and maintains recruitment, selection, and hiring systems for the OHA’s talent management system.
b. Designs and manages in-processing, on-boarding of employees, ensuring appropriate training, and functional coordination with operating unit (e.g., ID, access, telephone number, IT provisioning, core values training, unit training, name plate, business cards).
c. Designs and manages out-processing of employees, ensuring appropriate coordination of employment activities and programs with the Department of Accounting and General Services (“DAGS”), the Employee Retirement System, and other relevant state agencies; and functional coordination with operating unit (e.g., ID, access, IT de-provisioning, notification).
d. Works with Management to identify, select, retain and oversee outside consultants, temporary service workers and other independent contractors to supplement OHA’s workforce on an as needed basis. Ensures that procured resources meet requirements and complete deliverables as specified by OHA.
3. Employee Engagement, Retention and Relations
A. Works with Management in designing, implementing and maintaining employee retention and recognition programs that promote and sustain positive workplace culture, ethics, and values.
B. Ensures that communications, briefings, and other workplace services are designed and delivered to enhance a positive work atmosphere. Provides encouragement and support for Management efforts to promote positive interactions between supervisors and employees, and between peers.
C. Oversees the design, implementation and administration of systems for ensuring equal employment opportunity.
D. Oversees the design, implementation and administration of systems for receiving, investigating, and resolving workplace conflicts. Works with Senior
Legal Counsel and/or third-party resources to resolve workplace conflicts.
E. Oversees the design, implementation and maintenance of employee counseling and discipline systems. Works with Management in administering the systems. In consultation with Senior Legal Counsel, assists supervisors and managers in administering disciplinary actions.
F. Oversees Employee Assistance Program and other related services.
G. Ensures organizational compliance with all applicable federal and state laws and regulations. Communicates regularly with Senior Legal Counsel on claims and recommends remedial action.
H. Serves as a resource to Managers and Supervisors for recognition and rewards, professional development, retention, performance improvement and employee relations.
4. Compensation and Benefits
A. Assists the CEO and Senior Legal Counsel in developing compensation and benefits program that enables OHA to attract and retain qualified staff and promotes employee behaviors that are consistent with OHA’s priorities and strategic objectives.
B. Ensures job analyses, and compensation and benefit surveys, are conducted on a regular basis. Works with Management to develop compensation and benefit programs that ensure OHA’s competitive position balanced with fiscal accountability.
C. Oversees benefits enrollments and ensures ongoing communications and consultations with OHA staff about compensation and benefits.
D. Oversees an effective payroll function, ensuring accurate processing of compensation and benefits changes and adjustments.
E. Monitors compensation and benefits practices and trends. Provides information on trends and analyses of future impact.
F. Makes recommendations for new compensation and benefits program(s).
5. Performance Management
A. Responsible for development, implementation and maintenance of human resource policies and procedures that comply with applicable laws. Ensures distribution of policies and procedures. Oversees training of Management and staff on current policies and procedures. Develops program for ensuring timely updates of policies, procedures, and training.
B. Works with Management to develop performance standards that comply with applicable federal and state laws and support overall organizational priorities and direction as set forth by the CEO.
C. Works with Senior Legal Counsel to develop, implement and maintain an Employee Performance Management System. Works with Management to ensure proper administration of system. Monitors implementation of Employee Performance Management system, including goal setting.
D. Coordinates annual and mid-year organization wide performance management processes including final filing of performance evaluations for all employees.
E. Works with Management to develop and administer Work Plans and Individual Performance Plans to ensure consistency and alignment to organizational direction. Provides consultation support to program teams.
F. Works with Management to develop, implement and maintain employee performance planning, performance evaluation and feedback systems. Assists Management with performance improvement planning and ongoing coaching for their teams and team members.
G. Tracks, analyzes, and provides recommendations regarding overall performance of workforce.
6. Training and Development
A. Oversees organization level related training programs for employees (e.g., core values, safety, ethics), including design, implementation and maintenance of staff development and training programs which include, but are not limited to: new employee orientation; supervisor and management training; EEO training; safety training; and any other training that may be necessary or appropriate.
B. Monitors and reports on training requirements and outcomes.
C. Maintains employee training records.
D. Routinely collaborate with stakeholders on operating unit training needs.
E. Manages compliance training requirements, reporting outcomes and maintaining employee training records.
7. Safety & Health Compliance
A. Works with Senior Legal Counsel and Management to develop and implement safety and health policies, programs and risk management procedures.
B. Assists Management in administering policies, programs and procedures.
C. Works closely with Senior Legal Counsel and outside consultants to investigate and monitor disability claims. Completes and files required reports. Provides regular reports to Senior Legal Counsel on incidents and claims. Makes recommendations for remedial actions.
D. Ensures compliance with federal and state laws and regulations relating to workplace safety and employee health.
8. Human Resources Records & Information Management
A. Develops and maintains systems for creation, retention and destruction of Human Resource records and employee personnel files.
B. Works with Corporate Counsel to ensure that human resource related information and files maintained on OHA’s electronic communication and information systems are created, retained, accessed, and deleted in accordance with applicable federal and state laws and regulations and OHA’s records management policies.
C. Develops and implements training programs for Management and staff to ensure proper completion and submission of human resources forms and reports, and proper use of communication and information systems.
9. Management
A. Makes hiring and other personnel recommendations for the Program to CEO via
Senior Legal Counsel.
B. Ensures that employees within the Program share information and insights, use collaboration as needed to explore issues and/or solve problems, and demonstrate shared responsibility for program performance. Takes whatever actions are required to positively replace behaviors and/or persons when necessary.
C. Ensures and engages in employee performance planning, feedback, and performance evaluations at scheduled intervals. Engages in ongoing coaching and performance improvement planning to close performance gaps.
D. Ensures without exception the proper handling and maintenance of confidential, sensitive and/or proprietary information.
E. Ensures integration of Strategic Plan elements and performance measures into management, employee performance reviews and improvement plans.
F. Performs job duties in accordance with OHA’s policies and procedures.
G. Considers OHA’s mission and core values when making decisions.
10. Works closely with Senior Legal Counsel and outside consultants, if applicable, in responding to requests for information on employees.
11. Ensures compliance with federal and state laws and regulations relating to files and systems maintenance.
12. Fully supports in action, language, behavior and performance, the priorities, decisions, and directives of the Senior Legal Counsel, the COO, and the CEO.
13. Regular attendance daily is required for this position.
OTHER DUTIES/RESPONSIBILITIES
Performs other duties as assigned by the Senior Legal Counsel.
MINIMUM QUALIFICATIONS
1. Graduation from an accredited four (4) year college or university with a bachelor’s degree in business administration, human resources management or related field.
2. Ten (10) years of work experience in personnel management and/or labor relations performing work regularly: A) Encompassing difficult and complex situations; B) Assessing risk in the work environment; C) Developing, implementing and evaluating personnel policy, procedure and practices; D) Advising management in the overall aspects of program development, implementation, evaluation and continuous improvement; E) Cultivating effective working relationships throughout the organization; and F) Managing the professional staff; and the span and entirety of human resources management systems.
• A master’s degree in business administration, personnel & industrial relations, human resources management, public administration or related fields may be considered as a substitute for two years of experience.
DESIRED QUALIFICATIONS
1. A master’s degree in business administration, personnel & industrial relations, human resources management, public administration or related fields.
2. A doctorate degree in business administration, personnel & industrial relations, human resources management, public administration, including a juris doctorate.
3. An advanced degree in human resources management or certification as a PHR,SPHR, SHRM-CP or SHRM-SCP.
To apply for this position, Download, complete and submit this fillable application form
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: ohahr@oha.org
An Equal Opportunity Employer
The Resource Management – Land Assets Division Director (“Land Assets Director”) is responsible for the planning, development, and overall management and stewardship of OHA’s Investment, Corporate, Programmatic, and Legacy Lands. The Land Assets Director advises the Chief Executive Officer (“CEO”) and the Chief Operating Officer (“COO”) on real estate strategies, asset allocation, financing options, and management plans for OHA’s overall real estate portfolio; including the development and implementation of policies for the acquisition, disposition, and management of OHA’s land holdings.
This position is responsible for overseeing OHA’s Legacy Land and Commercial Property Programs. The Land Assets Director must ensure that these Programs effectively execute OHA’s Strategic Plan, advancing OHA’s advocacy initiatives, and collaborating within and across Divisions and Programs.
ESSENTIAL FUNCTIONS & RESPONSIBILITIES
1. Strategic Planning and Execution
a. Provides strategic analysis to the Chief Executive Officer (“CEO”) and Chief Operating Officer (“COO”) on issues and trends in the political, business, economic and social environment in which OHA is operating, and proactively recommends appropriate organizational strategies and actions.
b. Works with COO, CEO and Board of Trustees (“BOT”) on the formulation of OHA’s Strategic Plan, including all related components and updates. Ensures that Division activities are aligned with OHA’s strategic priorities and the CEO’s directives.
c. Briefs the COO and/or CEO on internal and external issues, trends, and ongoing professional observations which may have bearing on strategic and operational decision making.
2. Operations
a. Land Asset Management and Systems
1. Responsible for overseeing work of Division staff to create and administer comprehensive programs for the acquisition, planning, development, and overall management and stewardship of OHA’s Investment, Corporate, Programmatic, and Legacy Lands. Works closely with COO and CEO to ensure that real estate strategies, asset allocation, financing, and plans for OHA’s real estate portfolio are consistent with OHA’s Strategic Plan and policies adopted by the BOT.
2. Ensures that land investment and commercial real estate performance are consistent with current best practices and applicable benchmarks. Ensures that Division budgets demonstrate fiscal restraint, and are formulated and executed properly.
3. Primarily responsible for developing standards, guidelines and procedures for: (1) the proper conservation, preservation, enhancement and use of Legacy Lands; and (2) use of Programmatic Lands. Ensures that standards, guidelines and procedures are consistent with federal, state and county laws, as well as restricted uses of such lands.
4. Ensures development and maintenance of comprehensive land asset management systems.
5. Works with CEO, COO, Legal Counsel, and CFO to ensure retention of outside consultants and contractors in accordance with OHA’s procurement procedures. Oversees work of outside consultants and contractors to ensure compliance with the terms of the applicable contracts.
6. Also works with CEO, COO, Legal Counsel, and CFO on the leasing of any Investment, Corporate, Programmatic, and Legacy Lands.
b. Oversight of Division Programs
1. Provides general oversight of day-to-day activities of Division. Ensures Division programs are aligned with OHA’s Strategic Plan and initiatives. Reviews content of Program work plans and budget to ensure accuracy and quality before submitting to the COO for approval by the CEO. Upon request, provides COO, CEO and BOT with updates on Division programs and results.
2. Ensures Program managers have resources necessary to complete assignments.
3. Ensures that Division staff routinely collaborate to plan, make decisions, and solve problems with other OHA Divisions and Programs.
3. Management
a. Makes hiring and other personnel recommendations for the Division to the COO and CEO.
b. Works with OHA’s Human Resources office to ensure professional development and staff training for Division personnel.
c. Ensures that employees within Division share information and insights, use collaboration as needed to explore issues and/or solve problems, and demonstrate shared responsibility for program performance. Takes whatever actions are required to positively replace behaviors and/or persons when necessary.
d. Ensures integration of Strategic Plan elements and performance measures into Division management, employee, contractor, grantee, and lessee performance reviews and improvement plans.
e. Performs supervisory tasks, such as leave time approvals, performance reviews, coaching, training, and related employment decisions for the Division. Disseminates needed information to staff in a timely manner.
f. Ensures without exception the proper handling and maintenance of confidential, sensitive and/or proprietary information.
g. Performs job duties in accordance with OHA’s policies and procedures. Considers OHA’s mission and core values when making decisions.
4. The Land Assets Director must fully support in action, language, behavior and performance the priorities, decisions, and directives of the COO and/or the CEO.
5. Regular attendance on a daily basis is required for this position.
OTHER DUTIES/RESPONSIBILITIES
Performs other duties as assigned by the COO and/or CEO.
MINIMUM QUALIFICATIONS
1. Graduation from an accredited college or university with a bachelor’s degree in architecture, urban planning, natural resources management, business administration, or related field or discipline related to the job tasks to be performed. Graduate degree is highly desirable.
2. Ten (10) years of progressively responsible work experience in real estate transactions (acquisitions, sales, and leases), and property or land management with demonstrated leadership skills.
3. Five (5) years of supervisory experience that involved management of professional staff and responsibility for the development, management, execution and coordination of program policies and activities.
DESIRED QUALIFICATIONS
Education, Training and/or Experience
4. Three (3) years of Project Management experience, with demonstrated ability to utilize project management principles and strategies. A Project Management Professional (PMP) Certification is highly desirable.
To apply for this position, Download, complete and submit this fillable application form
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: ohahr@oha.org
An Equal Opportunity Employer
The Procurement Manager oversees the professional purchasing/procurement activities for the Office of Hawaiian Affairs (“OHA”). This position is responsible for understanding and communicating the procurement process, as well as other duties involving daily procurement operations, special projects, and maintenance of procurement records. The Procurement Manager also performs recordkeeping, reviews and reconciliations in accordance with prescribed State and OHA policies and procedures.
ESSENTIAL FUNCTIONS & RESPONSIBILITIES
1. Program Direction
a. Ensures that Program activities are aligned with advocacy initiatives, strategic priorities, and directives of the Chief Executive Officer (“CEO”), the Chief Operating Officer (“COO”), and the CFO / Resource Management Financial Assets Division Director (“CFO”).
b. Communicates with the Controller regarding internal and external issues, trends, and ongoing professional observations which may bear on strategic, tactical and operational decision making.
2. Operations
a. Reviews and analyzes procurement and reporting needs for all management levels and serves as a technical resource. Assists program managers and staff in developing budget estimates, including planning and methods for improving budget estimation.
b. Formulates policies, processes, procedures, guidelines, standards, templates and tools related to Procurement programs.
C. Ensures work performed is aligned to organizational priorities. Monitors and manages expenditures within budget allocations. Prepares and submits program work plan and budget reports by established deadlines.
3. Procurement Services
a. Reviews technical specifications for direct service contracts. Ensures the processes for the development of solicitations and evaluation of proposals are effective and efficient.
b. Reviews solicitations and contracts to ensure compliance. Maintains the integrity of the public procurement process. Identifies opportunities for improvement.
c. Supervises the coordination of pre-proposal conferences and other procurement activities.
d. Resolves disputes over solicitations and awards, in accordance with applicable laws and regulations.
e. Identifies all applicable procurement code, rules and statutes. Establishes, implements, and monitors procurement activities to ensure compliance within established policies and procedures.
4. Purchasing Services
a. Provides guidance regarding the submission of purchase requisitions.
b. Provides organizational training and assistance, serving as a resource and liaison for purchasing/disbursement inquiries from both within and outside of OHA.
c. Assists in the implementation of the State electronic procurement system. Monitors compliance with State electronic procurement guidelines.
d. Oversees the vendor set up documentation obtained, including periodic maintenance of the vendor master record file.
e. Assists in evaluating system purchasing and contracting functionality and provides feedback to help plan, develop, analyze and implement new processes and procedures designed to optimize efficiencies and effectiveness.
f. Communicates program policies, processes and procedures, including development and delivery of tools and aids (e.g., presentations, flyers, e-mails, training).
g. Oversees the organization and maintenance of procurement files; responsible for keeping and maintaining an inventory listing of records; coordinates delivery and retrieval of records, as needed.
5. Management
a. Makes hiring and other personnel recommendations for the Program to the Controller.
b. Ensures that employees within Program share information and insights, use collaboration to explore issues and/or solve problems, and demonstrates shared responsibility for program performance.
c. Ensures and engages in employee performance planning, feedback, and performance evaluations at regular intervals. Engages in ongoing coaching and performance improvement planning to close knowledge, skills, behavior and/or performance gaps.
d. Ensures without exception the proper handling and maintenance of confidential, sensitive and/or proprietary information.
e. Performs supervisory tasks, such as leave time approvals, performance reviews, coaching, training, and related employment decisions for the Program. Disseminates needed information to staff in a timely manner.
f. Performs job duties in accordance with OHA’s policies and procedures. Considers OHA’s mission and core values when making decisions.
6. Fully supports in action, language, behavior and performance the priorities, decisions, and directives of the CFO, COO and/or the CEO.
7. Regular attendance on a daily basis is required for this position.
OTHER DUTIES/RESPONSIBILITIES
Performs other duties as assigned by the Controller.
MINIMUM QUALIFICATIONS
1. Graduation from an accredited college or university with a bachelor’s degree in business administration, accounting or a related field.
2. Seven (7) years of specialized work experience related to procurement and purchasing. Experience must involve government grants and/or contracting processes.
3. Five (5) years of administrative experience that involved management of professional staff; the ability to develop solutions to complex and unprecedented situations; the ability to develop and maintain effective working relationships with others and major responsibility for the development, management, execution and coordination of program policies and activities.
To apply for this position, Download, complete and submit this fillable application form
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: ohahr@oha.org
An Equal Opportunity Employer
The Public Policy Manager oversees the Public Policy Program (the “Program”) and is responsible for providing public policy, legislative, and public policy advocacy services on behalf of the Native Hawaiian community. The Public Policy Program is the primary program on matters concerning proposed State and County legislation and proposed State and County administrative policies that impact the conditions of Native Hawaiians. The Program may also lead and/or collaborate on other advocacy activities, as assigned.
ESSENTIAL FUNCTIONS & RESPONSIBILITIES
1. Program Direction
a. Ensures that Program activities are aligned with advocacy initiatives, strategic priorities, and directives of the Chief Executive Officer (“CEO”), the Chief Operating Officer (“COO”) and the Chief Advocate.
b. Communicates with the Chief Advocate, and on request with the COO and/or CEO, regarding internal and external issues, trends, and ongoing professional observations which may bear on strategic and operational decision making.
2. Operations
a. Develops and/or ensures development of policies, procedures, guidelines, standards, templates, and tools related to Public Policy programs.
b. Ensures work performed is aligned to organizational priorities. Monitors and manages expenditures within budget allocations. Prepares and submits program work plan and budget reports by established deadlines.
c. Participates in workflow mapping processes related to the initiation, design, and development of advocacy initiatives. Ensures that trends analyses are available at appropriate decision junctures and proposes processes to ensure quality, quantity, and flow of information.
3. Public Policy Advocacy Services
a. Assists the Chief Advocate and Program Managers in developing, prioritizing, and executing legal and political strategies to achieve advocacy outcomes that result in legal precedents, new regulations, policy changes, or changes in laws which achieve systemic changes for the Native Hawaiian people.
b. Develops, uses, and leverages partnerships and coalitions built across broad spectrums. Works closely with Community Engagement Division to develop and execute public policy advocacy campaigns.
c. Coordinates, compiles, reviews, and synthesizes impact analyses, regulatory and legislative analyses, and other input provided by other OHA programs, and/or outside resources. As needed, coordinates with associations, think tanks, performance partners, other advocacy organizations for information and analysis.
d. Assists the Chief Advocate and Program Managers in coordinating and conducting policy, legislative, and regulatory reviews. Performs legal analysis and assessments of specific transactions, occurrences, laws, and regulations. Researches and locates county, state and federal statutes, rules, regulations, case law, opinions, and other legal materials. Provides internal analyses and opinions upon request.
e. Monitors political news and developments, debates, news conferences and press releases, political campaigns, platforms, statements and other occurrences, as they relate to public policy issues – both policy development and implementation.
f. Gathers and provides intelligence on newly elected officials, appointees, and other key influencers new in the public arena to the Chief Advocate and Advocacy Program Managers.
g. Establishes and maintains relationships with legislators, administrative officials, and other officials who are empowered to change laws and policies of interest to OHA and the Native Hawaiian community.
h. Establishes and maintains relationships with associations, performance partners, advocacy groups, other public policy advocates, think tanks, community groups, media sources, and other persons and/or groups capable of influencing issues of interest.
i. Organizes public policy advocacy efforts with other groups with interests and positions aligned to those of OHA. Provides relevant information, messaging, presentations and materials appropriate to public policy advocacy activities.
j. Prepares and coordinates development of comments for submission in federal and state regulatory proceedings. Develops testimony for participation in government hearings and/or legislative, regulatory, and policy making proceedings. Prepares witnesses and/or testifies in such proceedings.
k. Coordinates, write, and edit arguments, opinions, and position papers; provides input into drafting of legal briefs and other legal documents; prepares and coordinates development of draft legislation and written testimony on proposed legislation. Writes articles, presents at conferences, and engages in other media and public relations activities upon request and/or as coordinated with Community Engagement.
l. Coordinates with Chief Advocate and Program Managers to ensure proper procurement and management of outside counsel and/or legal consultants. Works with attorneys to ensure proper legal case management and legal documents management.
4. Management
a. Makes hiring and other personnel recommendations for the Program to the Chief Advocate.
b. Ensures that employees within the Program share information and insights, use collaboration as needed to explore issues and/or solve problems, and demonstrate shared responsibility for program performance. Takes whatever actions are required to positively replace behaviors and/or persons when necessary.
c. Ensures and engages in employee performance planning, feedback, and performance evaluations at scheduled intervals. Engages in professional development, staff training, ongoing coaching and performance improvement planning to close employee performance gaps.
d. Ensures without exception the proper handling and maintenance of confidential, sensitive and/or proprietary information.
e. Performs supervisory tasks, such as leave time approvals, performance reviews, coaching, training and related employment decisions for Program. Disseminates needed information to staff in a timely manner.
f. Performs job duties in accordance with OHA’s policies and procedures. Considers OHA’s mission and core values when making decisions.
5. Fully supports in action, language, behavior and performance the priorities, decisions, and directives of the CEO, COO and the Chief Advocate.
6. Regular attendance on a daily basis is required for this position.
OTHER DUTIES/RESPONSIBILITIES
Performs other duties and responsibilities as assigned by the Chief Advocate.
MINIMUM QUALIFICATIONS
1. Graduation from an accredited four (4) year college or university.
2. A master’s degree or other advanced degree in business administration, public policy, or any field with a significant policy component. A law degree is preferred, but not required.
3. Five (5) years of responsible professional work experience which involved public policy advocacy through either the legal or legislative processes, especially in areas of current interest to OHA, such Native Hawaiian land rights, water rights, health, and education. The experience must have demonstrated public policy advocacy skills and knowledge in achieving measurable public policy outcomes.
4. Three (3) years of administrative experience that involved management of professional staff engaged in public policy advocacy work; the ability to develop solutions to complex and unprecedented situations; the ability to develop and maintain effective working relationships with others and major responsibility for the development, management, execution and coordination of program policies and activities.
To apply for this position, Download, complete and submit this fillable application form
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: ohahr@oha.org
An Equal Opportunity Employer
© 2019 Office of Hawaiian Affairs
© 2019 Office of Hawaiian Affairs