CHIEF OPERATING OFFICER

$142,824 to $175,392 per year.
Starting salary may be between the minimum and maximum salary range provided, based on qualifications.
The Chief Operating Officer (“COO”) is the executive manager responsible for leading and managing the day-to-day activities of the agency, managing all operations necessary to successfully execute the Strategic Plan, and overseeing the execution of all directives in a manner that aligns people, knowledge, and financial resources efficiently and effectively.
The COO 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 the Chief Executive Officer (“CEO”) and the Board of Trustees on the formulation of Strategic Plan, all related components and Updates.
Develops optimal organizational structures and integrated management systems in order to fully implement the Strategic Plan as directed by the CEO.
b.
Develops and implements organizational development strategies, change management methodologies, to ensure implementation of strategic direction and priorities across all programs.
Ensures comprehensive alignment to advocacy initiatives and CEO directives.
Subsequently reviews all products and content and makes recommendations to the CEO.
c.
Provides strategic analysis to the CEO 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.
Assists the CEO in positioning advocacy initiatives on the public stage.
2.
Executive Team Membership a.
Creates and sustains the optimal organizational culture to implement the Strategic Plan and execute CEO priorities, decisions, and directives.
b.
Communicates to all Divisions, and other members of the Executive Team, information, decisions, and directives provided by the CEO and/or the Board of Trustees.
Ensures that information and business workflow moves effectively through and across Lines of Business and Programs.
c.
Ensures Executive Team members share information and insights, use collaboration as needed to explore issues and/or solve problems, and demonstrate shared responsibility for Executive Team performance.
Takes whatever actions are required to positively replace behaviors and/or persons when necessary.
d.
Engages team members in After-Action reviews of all initiative implementations to create replicable successes and development of “best practices”.
e.
Provides analysis to the CEO 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 relations, and advocacy efforts to support change initiatives.
(2) Works with the CEO and Divisions 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; and performance evaluation systems.
(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 the CEO 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 and achieve results.
b.
Oversight of Divisional Executive Strategies (1) Supervises the activities of the Division Managers to ensure that the Executive Team and their respective operational groups comply with the values, principles, ethical standards, and performance standards set forth by the Board of Trustees and/or the CEO 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, based on the priorities articulated by the CEO.
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 the CEO.
b.
Ensures integration of 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 supervisory tasks, such as leave time approvals, performance reviews, etc.
on behalf of the CEO and according to her input.
5.
Communications and Public Relations a.
Provides executive oversight of communications to and from the Office of the Chief Executive Officer.
Works with Division Managers and Corporate Counsel to develop and enforce communication protocols, including procedures to protect confidential and/or proprietary information.
b.
Ensures staff members understand and commit to the Strategic Plan.
Ensures that communications with staff, external stakeholders, and the Native Hawaiian community are consistent with CEO and Strategic Plan priorities and results.
6.
The COO must fully support in action, language, behavior and performance the priorities, decisions, and directives of the CEO.
7.
Regular attendance on a daily basis is required for this position.
OTHER DUTIES/RESPONSIBILITIES 1.
The COO may represent OHA with external policy making entities and act on behalf of the CEO when requested.
The COO may also serve as Acting CEO in their absence.
2.
Performs other duties as assigned by the CEO.
MINIMUM QUALIFICATIONS Education, Training & Experience 1.
At least 10 years of progressively responsible senior/executive non-profit management, public administration, and/or executive leadership experience required, of which last 5 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 designing and/or successfully leading enterprise-wide change initiatives preferred.
Knowledge, Skills & Abilities 1.
Must have working knowledge of: • Leadership and decision making models and behaviors • Organizational design and organizational development, including principles of change management • Strategic planning, performance based budgeting, and performance based contracting design and best practices • Performance reporting design and best practices • Performance evaluation and decision-making design and best practices • Team and group dynamics, facilitation, and management techniques • Native Hawaiian history and culture, and current Native Hawaiian social, cultural, educational, economic and political issues and trends • Public agency governance and ethics • Principles of governmental finance, accountability, and transparency • Internal and external communications management • Public policy and compliance advocacy, lobbying, relationship management, community organizing 2.
Must have demonstrated skills or ability to: • Think strategically about broad, long-term goals • Lead and manage enterprise-wide change initiatives • Assess organizational issues, dynamics, behaviors, practices and implement innovative organizational systems, structures and practices • Lead and implement data-informed decision-making practices in difficult or complicated situations • Set goals and achieve desired results, and a demonstrated ability to impart a results-oriented approach to others in the organization • Facilitate collaboration among subordinates and to work collaboratively with other executive managers • Communicate effectively (in writing and orally) with upper management, peers, subordinates, contractors and the public • Inspire confidence and to develop others’ skills and abilities • Managing senior level managers and professionals accustomed to high levels of autonomy and independence so that efforts are aligned to organizational priorities and results • Track, analyze, and manage complex internal and external issues • Analyze problems and independently develop effective solutions • Manage and leverage complex relationships and networks • Manage organizational and individual performance • Manage multiple complex projects and priorities How To Apply 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: careers@oha.
org Office of Hawaiian Affairs (OHA) employees must be permanent Hawaii residents.
Out-of-state applicants who are offered employment with OHA will need to relocate to Hawaii and establish permanent residency.
An Equal Opportunity Employer