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
The Director, Rewards leads the Rewards team to deliver employee benefits and rewards which help to attract superior talent and retain a high performing workforce through innovative design (aligned with Hawaiian Airlines total rewards strategy), seamless and reliable execution, effective cost management, and compliance with all relevant laws and regulations. As a result, employee benefits are understood and highly valued by our workforce, deliver a superior ROI per benefit dollar and measurably contribute to making Hawaiian Airlines a great place to work.

Key Responsibilities

Strategy

• Integrate benefits strategy with overall Total Rewards philosophy and strategy
• Deeply understand cost and value drivers for Hawaiian Airlines benefits offerings, working closely with outside vendors to guide ongoing analysis and evaluation
• Deliver insight about our ROI per benefit dollar, working closely with the Finance team on the Benefits cost model and related financial analysis work
• Guide decision-making about when and how to deliver benefit services to employees (i.e. different delivery models)
• Works with multiple stakeholders to help our people better understand, utilize appropriately and appreciate Hawaiian’s rich benefits.

Program Design and Vendor Management

• Drive initiatives aimed and improving the value of the benefit programs as measured by employee appreciation and reduced costs.
• Lead the design of the benefits program to ensure employee benefits are cost effective, compliant, and aligned to employee value drivers
• Deliver competitive and compelling benefits offerings for new Hawaiian Airlines locations, working closely with HR Business Partners to understand location-specific needs
• Elevate the quality of service provided by benefits vendors through active relationship management, monitoring of participant outcomes and ongoing feedback about performance and compliance with Service Level Agreements (SLAs)
• Provide meaningful controls around benefits costs through focused cost savings opportunities with vendors, active contract management and oversight of forecasting, invoicing and billing for the benefits budget
• Aggressively negotiate improvements during the vendor contract negotiation process
• Define, develop and manage a robust set of metrics that allow us to understand how successful we are in achieving the goals of our total rewards strategy.

Team Leadership

• Provide vision and direction for the Benefits team and serve as point of escalation and subject matter expert on all employee benefits issues
• Hire and develop extraordinary employees who have a passion for this work and exhibit the spirit of Hawaii in their interactions with others.
• Lead continued improvements in benefits team performance through coaching, mentoring and ongoing feedback to team members
• Offer expertise to the team around best practices in process, technology and system solutions as well as employee communications
• Represent Hawaiian Airlines at A4A Benefits group, national conferences, with Benefits counterparts at local employers and state councils and agencies
• Oversee the various benefits governance programs including the Retirement Board, SOX compliance and other internal and external benefit audits.

Process Effectiveness & Compliance

• Drive seamless and reliable execution and implementation of benefits changes, including project management large-scale and/or high-profile projects such as the implementation of new labor agreements or vendor contracts
• Model and enforce high expectations with benefits team members for execution, cost control, compliance and employee experience in the delivery of benefits programs
• Minimize risk related to benefits operations and provide timely and accurate reporting for auditors and state and federal agencies
• Drive continuous improvement in benefits operations, working closely with partners in HR to optimize process design and improve employee communications

Minimum Requirements

• Undergraduate degree
• 5 years of experience in Human Resources, Finance or related field. (in lieu of degree - 9 years of experience)
• 2 years of experience as a manager and team leader
• Strong analytical skills and prior experience managing cross-functional projects
• Demonstrated ability to cultivate effective relationships within HR and with partners across the organization
• Recognized as a change champion that understands how to inspire action and change in others
• Demonstrated ability to gain, or earn, senior leadership team confidence and sponsorship
• Experience conducting RFPs, plan implementations, negotiating, contracting and managing vendors
• Understanding of relevant federal, state and local policies
• Excellent judgement and demonstrated communication skills
• Proficiency with Excel, Word and other standard office programs

**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.

Preferred Qualifications

• Experience in the following areas: defined benefits, defined contributions or health and welfare
• Experience with benefits planning and design
• PHR/SPHR or SHRM-CP/SHRM-SCP
• CEBS or other professional benefits designation
• Demonstrated success in negotiating changes to benefits offerings in a unionized work environment
• Experience working with pension plans

About Hawaiian Airlines

Now in its 94th year of continuous service, Hawaiian is Hawaiʻi's biggest and longest-serving airline. Hawaiian offers approximately 130 daily flights within the Hawaiian Islands, daily nonstop flights between Hawaiʻi and 15 U.S. gateway cities – more than any other airline – as well as service connecting Honolulu and American Samoa, Australia, 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. In 2022, the carrier topped Travel + Leisure’s 2022 World’s Best list as the No. 1 U.S. airline and was named Hawaiʻi's best employer by Forbes. Hawaiian® 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)