||Director, Global Payroll
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!
The Director, Global Payroll is responsible for the strategic leadership for payroll operations, payroll tax submissions & compliance, payroll budgeting, vendors and pay data. This role is responsible for a variety of complex global payroll functions that incorporates compliance with 5 labor contracts, ensures compliance for all employees across the US and foreign locations (6 total) as well as US employees working abroad. The Director will also ensure timeliness, efficiency and accuracy of payroll processing and associated deliverables and for ensuring all payroll policies and processes are harmonized and efficiently and consistently being executed. We currently have 6500+ employees (~50 working globally). This position reports to the Managing Director, HR Operations.
- Leads, manages, hires, trains, develops and motivates a team of professionals
- Develops and executes on “best in class” payroll strategy for accuracy and compliance
- Manages internal relationships as it pertains to payroll issues within HR and the Company
- Manages relationships with union representatives as it pertains to payroll
- Establishes and achieves department annual budget, strategies, goals and objectives
- Designs standard operating procedures through adoption of industry best practice standards that comply with federal / state regulations and collective bargaining agreements
- Leads program implementations that focus on continuous improvement to build timely, accurate, compliant, agile payroll that provide confidence and trust for our employees
Lead the strategy for growth and continuous improvement
- Oversee Payroll and Time & Attendance system enhancements, improvements and efficiencies and support improvement projects in the Operation that require integration with Payroll or Time & Attendance
- Ensure that there is complete and accurate documentation for Payroll and Time & Attendance systems, including a data dictionary, a catalog of system customizations and updated statements of work about internal and external file feeds
- Ensure that process documentation is complete and accurate and updated on an ongoing basis to reflect process improvements
- Ensures compliance with all state / local laws, federal regulations and collective bargaining agreements
- Maintains SOX documentation and ensures compliance
- Maintains up-to-date knowledge of changing laws and regulations
- Leads education, training and communications for Payroll
- Develops collaborative partnerships with internal stakeholders and external providers to ensure payroll operations are compliant and meet business objectives
- Works with and across the HR Department and Payroll Partners outside of the department achieve the confidence and trust from our employees on their pay
- Manages external vendors to identify best practice approaches
- Establishes and maintains performance metrics, tracking and reporting to ensure SLAs are met
- Identifies and executes innovative ways to deliver holistic payroll operations
- Undergraduate degree or equivalent in a related field
- 7 years of management experience with increasing supervisory or leadership ability in a complex, deadline-driven environment
- 5 years of experience in working in Human Resources and/or Accounting
- Demonstrated knowledge of federal, state, and local payroll tax reporting requirements
- Working knowledge of generally accepted accounting principles (GAAP), including Sarbanes-Oxley compliance
- Experience working in a unionized environment
**All applicants are advised that post-offer and/or pre-employment drug testing will be conducted, and they must successfully pass the drug test. 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.
- Certified Payroll Professional (CPP) designation from the American Payroll Association
- Experience in the airline industry
- Proven ability to influence those outside of his/her span of authority
- Experince with vendor management
- Experience managing process improvement initiatives
- Experience working in an supporting complicated, middle to large global companies
About Hawaiian Airlines
Hawaiian® has led all U.S. carriers in on-time performance for each of the past 17 years (2004-2020) as reported by the U.S. Department of Transportation. Consumer surveys by
Condé Nast Traveler, Travel + Leisure and TripAdvisor have placed Hawaiian among the top of all domestic airlines serving Hawai‘i.
Now in its 92nd year of continuous service, Hawaiian is Hawai‘i's biggest and longest-serving airline. Hawaiian offers nonstop flights within the Hawaiian Islands, between Hawai‘i and more U.S. gateway cities (16) than any other airline, as well as service connecting the islands with Japan and South Korea. As a result of the COVID-19 pandemic, Hawaiian has temporarily suspended service in Australia, New Zealand, American Samoa and Tahiti.
The airline is committed to the health and safety of its guests and employees and has reinforced enhanced cleaning procedures across its business. While the experience may be a little different, the authentic Hawaiian hospitality remains unchanged. Additional details on how Hawaiian is keeping guests and employees safe can be found at
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
For media inquiries, please visit Hawaiian Airlines’
- Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
- Please view Equal Employment Opportunity Posters provided by OFCCP
- 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)
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