Workforce Planning Specialist - Oahu

We recognize our competitive advantage -- our people. We believe in our people, who share our vision of meeting the needs of our employees, customers, and communities and who carry out the continued success of the company.

Our employees are committed to the company's foundational values: integrity, excellence, teamwork, environmental stewardship, and community commitment. In turn, we invest in our employees, providing opportunities for challenge and advancement and offering a competitive compensation package.

Posting End Date: This position will remain open until filled. Early applications are highly encouraged. 

BRIEF POSTING DESCRIPTION:

The P FG WORKFORCE PLANNING Department of the P HR OPERATIONS Division at Hawaiian Electric Company has 2 Management vacancy available. (Role: Professional)

JOB FUNCTION:

Provides operational support to the overall operations of the Workforce Planning department. Coordinates and administers a broad spectrum of Human Resource activities and transaction processing to positively affect internal and customer-facing processes, services, and communications.  Responsible for the oversight, monitoring and deployment of the strategic workforce plans and programs in the development, and implementation of organization wide workforce planning efforts. Forecasting talent needs across the utility in various roles and skillsets, identifying and articulating a workforce response to Hawaiian Electric’s strategic plan, annual objectives, and business forecast. Collaborate to provide strategic workforce advice with HR business partners, and other HR leadership to measure performance and manage the needs of the talent pipeline. Creates strong relationships with our community partners to help build candidate pipelines and training programs to feed identified staffing needs.  Strives for operational excellence in the workforce planning processes utilizing analytics capabilities to support our business.  Works closely with the Strategic Workforce Planning Specialist and the Workforce Analyst for data analytics, community partner effectiveness, strength of candidate pipelines and the Workforce Planning Manager for strategic direction and with other HR functions to fulfill workforce needs. 

ESSENTIAL FUNCTIONS:

Strategic Outreach & Community Engagement

• Plans, coordinates, and manages outreach initiatives, events, and activities that expand the organization’s presence and support talent pipeline development.
• Builds and maintains productive relationships with community partners, educators, workforce agencies, and other stakeholders.
• Conducts research and analysis to identify community needs, partnership opportunities, and best practices; provides recommendations for community partner selection and engagement strategies.
• Utilizes various systems, communication trackers, and outreach technologies to manage partner relationships, rate partner effectiveness, and distribute job openings on a set cadence.
• Develops and disseminates outreach materials—brochures, newsletters, social media content—to enhance communication and engagement.
• Represents the organization at events and public forums, serving as a liaison to communicate programs, respond to inquiries, and strengthen community connections.
• Organizes and facilitates informational sessions, workshops, and workforce ambassador engagements.
• Monitors and evaluates outreach campaigns, partner performance, and community relations initiatives, providing recommendations for improvement.

Workforce Analytics and Market Insights

• Collaborates closely with the Workforce Analyst to translate systems data, labor market trends, and workforce intelligence into actionable insights, forecasts, and visual dashboards. Communicates findings and presents workforce plans to the Strategic Workforce Planning Specialist and Workforce Planning Manager to support informed decision‑making and identify innovative solutions that address future workforce needs. Uses people analytics to effectively tell the organization’s workforce story and articulate implications for talent strategy.
• Collects and analyzes labor market insight data from multiple internal and external sources to develop multi‑year projections of workforce supply, availability, and talent pipeline strength.
• Develops, maintains, and reports activity through logs, dashboards, and tracking tools. Supports monthly reporting processes in partnership with the Workforce Analyst, including evaluation of community partner engagement, meetings, events, and overall effectiveness.
• Builds and implements workforce plans, metrics, and strategies that enhance workforce capacity, inform talent planning decisions, and align talent resources with business priorities.
• Measures, monitors, and analyzes workforce metrics to identify trends, risks, gaps, and opportunities. Provides data‑driven insights and recommendations to strengthen workforce planning efforts and support progress against established plans.

Workforce Planning & Pipeline Development

• Works with Strategic Workforce Planning Specialist, and Workforce Planning Manager to develop comprehensive workforce plans based on business needs, projected staffing, skill‑set requirements, labor market dynamics, and cost considerations.
• Assists in the design and implementation of enterprise-wide planning processes, including defining scope, methodology, data requirements and system or technology needs.
• Researches and interprets labor market trends, workforce demographics, and local economic conditions to inform talent strategy, identify risks, and highlight future workforce needs.
• Partners with HR Client Services, Labor Relations, and OD&L to facilitate workforce planning sessions addressing critical roles, organizational redesigns, capability gaps, turnover forecasting, and action planning.
• Supports the development and expansion of STEM and utility‑related career pathways, apprenticeships, and certificate programs that align with industry workforce demands.
• Identifies, cultivates, and manages strategic partnerships with employers, educational institutions, training providers, and community organizations to strengthen and diversify talent pipelines.
• Engages with business units, using robust workforce data to help assess future workforce configurations, identify challenges, and define future talent requirements. Facilitates workshops and planning sessions to evaluate current workforce capabilities, assess gaps, and identify strategies to address those gaps. Develops a strong understanding of each business area to support customized workforce plans.
• Monitors internal and external workforce trends to evaluate the effectiveness of workforce plans and ensure ongoing alignment to organizational needs. Tracks action plans, measures progress, and reports outcomes tied to workforce initiatives, including succession planning and strategic workforce planning efforts.
• Integrates workforce planning insights into recruitment, talent management, and employee development activities to ensure alignment across the HR lifecycle and improve overall workforce readiness.
• Other duties as assigned.
• Participates in Company emergency response activities as assigned, including any activities required to prepare for such emergency response.
  
  
  

BASIC QUALIFICATIONS:

Knowledge Requirements

• Strong strategic and analytical thinking skills; able to interpret data, identify trends, and translate insights into broader organizational implications.
• Demonstrated ability to understand business requirements and develop people strategies aligned to organizational needs.
• Ability to “connect the dots” across workforce data, business operations, and future talent requirements.
• Knowledge or experience in strategic workforce planning, labor market analysis, or people analytics; willingness to learn and apply the organization’s internal Strategic Workforce Planning methodology.
• Experience supporting workforce development, workforce strategy, talent pipeline programs, and/or community or nonprofit engagement initiatives.
• Ability to gather, analyze, and present data to support decision‑making and forecasting.
• Strong project management skills with a proven ability to lead initiatives, coordinate across teams, and achieve results through collaboration.
• Experience working in cross‑functional teams to develop deliverables, implement solutions, and track progress.
• Working knowledge of standard business software applications, including spreadsheets, word processing, databases, presentation tools, and graphics software.
• Familiarity with statistical tools or workforce planning systems is preferred.
• Basic proficiency with audio‑visual, video conferencing, and collaboration technologies.
• Working knowledge of general business operations, HR principles, and workforce-related practices.
• Understanding of the relationship between labor costs and business budgets to support planning and financial analysis.
• Knowledge of employment laws and regulations; HR certification (e.g., PHR, SHRM‑CP) is a plus.
• Bachelor’s degree in Human Resources, Workforce Planning, Workforce Development, Business, or a related field preferred.
• Demonstrated experience partnering with employers, educational institutions, and diverse community organizations to support workforce development or participant recruitment for training programs.
  
  
  

Skills Requirements

• Demonstrated ability to maintain accuracy, confidentiality, and professionalism in a fast‑paced, high‑demand environment.
• Able to manage multiple priorities simultaneously, remain composed under pressure, and adapt effectively to shifting needs.
• Strong organizational skills with the ability to manage complex projects, details, and deadlines with minimal supervision.
• Strong facilitation skills; able to guide groups objectively and drive productive discussions.
• Demonstrated leadership, interpersonal flexibility, and the ability to collaborate, influence, and persuade stakeholders across diverse groups.
• Exceptional relationship‑building skills, including proactive partnering, consulting, and developing collaborative relationships quickly.
• Ability to engage participants effectively, including diverse community members, business partners, and educational institutions.
• Excellent written, verbal, interpersonal, and presentation skills, with the ability to communicate effectively across all levels of the organization, public sector partners, and community stakeholders.
• Skilled in developing and delivering presentations, facilitating meetings, and communicating complex information clearly.
• Strong analytical, organizational, and conceptual abilities to work with complex data, workforce systems, and multi‑layered projects.
• Ability to interpret data, identify trends, and link insights to broader strategic workforce implications.
• Innovative and creative problem‑solving skills; able to conceptualize new ideas quickly and propose value‑added solutions.
• Demonstrated ability to learn new tools, systems, and technical concepts quickly.
• Proficient in Microsoft Office Suite, particularly Excel and PowerPoint.
• Comfortable using databases, collaboration platforms, and workforce‑related technology tools.
• Basic proficiency with audio‑visual and virtual meeting technologies.
• Understanding of the populations and communities served.
• Awareness of community resources, programs, and workforce development initiatives.
• Ability to engage, motivate, and support participants in workforce programs.
• Skilled in planning and facilitating meetings with collaborators and community partners.
• Ability to lift and move materials (e.g., files, documents) up to 20 pounds.
• Must have, or be able to qualify for, a valid State of Hawaii driver’s license and meet internal standards for driving‑required positions.

Experience Requirements

• Minimum 3 years of professional experience in human resources, workforce planning, project management, data analysis, customer service or related fields.
• Experience working in a large or complex organization is highly preferred.
• Demonstrated experience in researching, analyzing, and interpreting data, including the use of databases, spreadsheets, and workforce‑related systems.
• Experience in public speaking, facilitation, training, or leading group discussions.
• Experience contributing to or supporting corporate‑level workforce planning, business strategy, or talent planning initiatives is desired.
• Proficiency in data manipulation and reporting using Microsoft Office applications—especially Excel—and/or similar analytical software.
• Experience in developing, improving, or implementing organizational systems, processes, or workflows is preferred.

Role: Professional 

Number of Vacancies: 2 

Location: Honolulu – Oahu 

Hiring Range: The hiring range for the Workforce Planning Specialist - [Req ID 10288] position is $64,700.00 to $80,900.00. The person selected will be placed according to his/her skills and qualifications. 

About Hawaiian Electric Companies
Hawaiian Electric Companies provide electricity and services to 95 percent of the state's 1.4 million residents. The company is also one of the state's leading employers and a major contributor and supporter of community and educational programs.

The demand for power that has fueled the growth of the Hawaiian Islands has been met by Hawaiian Electric Companies for well over a century. And as the next millennium unfolds, the company is committed to providing quality service and seeking clean local energy sources to power generations of Hawaii families and businesses to come. Visit us at http://hawaiianelectric.com.

Interested individuals should apply online. The application must clearly indicate the demonstrated experience/knowledge/skills/abilities the candidate possesses which specifically qualifies him/her for the position.

Applicant Certification
By submitting an application for the position, candidates:
1. Authorize the Hawaiian Electric Companies to confirm all statements contained in the application and/or any materials submitted and made a part of the application as they relate to the position and to the extent permitted by law;
2. Authorize and consent to, without reservation, the Hawaiian Electric Companies sharing any and all information regarding previous or present employment, educational training or personal information from their records and from any other source with the hiring department or subsidiary company;
3. Release, discharge, and hold harmless, Hawaiian Electric Companies, from any and all liability for any damage which may be claimed as a result of furnishing such information to the hiring department or subsidiary company;
4. Authorizes release and transfer of all personnel records to be maintained by the hiring company in the event of an inter-company transfer; and
5. Authorize, direct, and consent to Hawaiian Electric Companies and/or its authorized agents to conduct investigations into candidates' background. These investigations may include, but are not limited to searches for information about applicants; record of criminal convictions to the extent permitted by law, education records, professional certifications, personal character references, and employment history.

EEO Statement
Hawaiian Electric Companies is an equal opportunity employer, including disability and protected veteran status. 

Hawaiian Electric Companies complies with all applicable laws, including Title I of the Americans with Disabilities Act. Any request for reasonable accommodation needed during the application process should be communicated by the candidate to the HR Service Center at (808) 543-4848.

Affiliate Disclaimer
Hawaiian Electric Company, Inc., Maui Electric Company, and Hawaii Electric Light (“Company”) are Hawaii Public Utilities Commission (“PUC”) regulated companies. The disclosure relating to Affiliate Transaction Requirements that follows is made pursuant to the PUC’s Decision and Order No. 35962, issued on December 19, 2018, and subsequently modified by Order No. 36112, issued on January 24, 2019 in Docket No. 2018-0065.

By submitting your application, you understand and acknowledge that, if you are hired by the Company and subsequently transferred, assigned or otherwise employed by an Affiliate, said Affiliate will be required to make a one-time payment to the Company in an amount up to twenty-five percent (25%) of your base annual compensation.  

In addition, if you are hired by the Company and subsequently transferred, assigned or otherwise employed by an Affiliate or an Affiliate-Related Entity, for a period of one year, you cannot appear in negotiations or otherwise interact directly with the Company or work on the same matter that you worked on while with the Company. 

Affiliate is defined as “any person or entity that possesses an ‘affiliate interest’ in a utility as defined by section 269-19.5, Hawaii Revised Statutes (“HRS”), including a utility’s parent holding company, except as otherwise provided by HRS section 269-19.5(h).”

Affiliate-Related Entity is defined as “a third party that provides electricity-related services in a regulated utility’s service territory that has a material financial, operational, or ownership interest with an unregulated affiliate of the utility and of whom the utility has reasonable knowledge.” 

For a current list of all Affiliates and Affiliate-Related Entities, please see:
https://www.hawaiianelectric.com/about-us/key-performance-metrics/financial/affiliate-transactions

This list may be amended, updated or revised from time to time without notice.