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Sr. Director - Organizational Effectiveness & Workforce Strategy

Hawaii Community Foundation

Honolulu, HI

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JOB DETAILS
SKILLS
Budgeting, Business Strategy, Capacity Analysis, Capacity Strategy, Change Management, Coaching, Communication Skills, Compensation Analysis, Compensation Management, Compensation and Benefits, Conflict Resolution, Continuous Improvement, Copying Machines, Cross-Functional, Employee Retention, Establish Priorities, Finance, Government, Human Resources, Human Resources Management, Human Resources Processes, Interpersonal Skills, Investment Strategy, Leadership, Legal, Metrics, Nonprofit, Office Equipment, Operational Improvement, Operational Strategy, Operations Management, Operations Planning, Operations Processes, Organizational Culture, Organizational Development/Management, Organizational Learning, Performance Goal Setting, Philosophy, Printers, Public Administration, Risk, Risk Analysis, Set Goals, Stewardship, Strategic Planning, Succession Planning, Sustainability, Systems Administration/Management, Talent Management, Team Player, Trend Analysis, User Documentation, Willing to Travel, Work From Home, Workforce Planning
LOCATION
Honolulu, HI
POSTED
1 day ago
HCF's Collaboration Philosophy

At the Hawai'i Community Foundation (HCF), we believe the whole is greater than the sum of its parts. We are committed to cultivating a collaborative and inclusive 'ohana that activates our mission, supports one another, and drives innovation for Hawai'i's future. Our work is grounded in equity and guided by a belief in shared responsibility for community well-being.

Position Summary

The Sr. Director of Organizational Effectiveness & Workforce Strategy serves as a strategic organizational leader responsible for aligning Hawai'i Community Foundation's talent, leadership, culture, and performance systems with the organization's long-term strategic goals and community impact priorities. This role partners closely with the CEO, COO, and Executive leadership Team to strengthen organizational capacity through integrated strategies related to workforce planning, leadership development, organizational effectiveness, succession planning, employee engagement, and performance accountability

The Sr. Director leads enterprise-wide efforts to strengthen leadership effectiveness, organizational culture, and workforce systems necessary to achieve HCF's mission and long-term goals. This position oversees HR operations through the HR Manager while focusing primarily on strategic organizational development and workforce strategy.

Key Responsibilities

Organizational Effectiveness & Strategic Alignment

  • 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.
Organizational Change Leadership
  • 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.
Performance Framework Alignment
  • 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.
Strategic Oversight
  • 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.
Workforce Strategy & Compensation Philosophy
  • 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.
Other Responsibilities
  • Serve as a knowledgeable and collaborative representative of HCF in the community.
  • Perform other tasks as assigned.
Position Requirements

HCF believes in ensuring that our team members can thrive in their positions. Accordingly, the Sr. Director must possess the following knowledge, skills, abilities, experience, and education:

Qualifications & Experience
  • 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.
Knowledge & Skills
  • 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.

About the Company

H

Hawaii Community Foundation