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 Talent Acquisition Coordinator provides a range of recruiting support to fill recruiting goals with emphasis on scheduling of interviews and onboarding activities. The position requires extensive and timely communication with candidates along with the preparation of confidential documents and materials. This position is a key contributor in providing an excellent candidate experience.

This position has an estimated duration of 6-8 months. Note that no relocation assistance is available for this position.

Key Responsibilities

• Provide recruitment support: schedule interviews, arrange and communicate candidate travel, post positions to job sites, process candidate reimbursements, assist in relocation efforts, and ensure all pre-employment requirements are met
• Communicate extensively with managers, candidates, new hires, and other department contacts
• Key contributor in providing an excellent candidate experience. Prepare offer letters, candidate documents, and interview materials
• Review, monitor, and complete background checks
• Update and maintain accurate system records
• Meet recruitment service delivery standards and compliance standards
• Represent HA at career fairs, open houses, and other community events
• Other duties as assigned

Minimum Requirements

• Bachelors degree or 2 years of work experience in recruiting, HR, customer service/admin, or related areas
• Solid written and verbal communication skills
• Critical thinking and relationship management skills
• Strong organizational skills and attention to detail
• High proficiency in MS Office: Outlook, Excel, and Word; ability to learn new applications and recruiting tools

**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.

*** In addition to routine employment eligibility verification, U.S.-based airlines must gather information to validate country of citizenship and country of birth. Upon hire, you must provide documentation proving your current country citizenship and birthplace.

****Must be legally authorized to work in the United States, for any employer, without sponsorship. Hawaiian Airlines will not sponsor applicants for nonimmigrant or immigrant employment visas or status for this position.

At Hawaiian Airlines, we are dedicated to offering a comprehensive total rewards package that aims to attract, engage, and retain the finest talent in the industry. Our rewards structure is thoughtfully designed to include a competitive base salary coupled with variable compensation opportunities. This balanced approach ensures a fulfilling and lucrative work environment, aligning individual achievements with the broader organizational success. ​

Please note that the provided salary information serves as a general guideline. Our salary is determined by a candidates experience and qualifications as well as market and business considerations. The expected pay range is $41,100 - $49,000.

• Experience in a support role within an HR function
• Basic understanding of federal, state employment laws and regulations
• Experience working in an application tracking system
• Experience with event coordination, interview scheduling, and booking candidate travel

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)