Sarah Guay
President & CEO
Hawaii Employers Council
Sarah Guay is a Mentor Hawaii Cohort 10 mentor. Learn more about the program here.
About Sarah
Sarah Guay was appointed President and Chief Executive Officer in June 2022. In her role, she collaborates with HEC’s board of governors and staff to address the ever-evolving needs of Hawaii’s employers and is responsible for the organization’s long-term strategy, leadership, and key initiatives.
Sarah has an exceptional track record designing and leading human resources, change management, and workplace culture initiatives. Prior to her appointment as President & CEO at Hawaii Employers Council, she served as Vice President of Human Resources at HEMIC where she led the digitization of their Human Resources function. Guay also played an instrumental role in leading the change management efforts behind American Savings Bank’s campus development. She is a director with the Oahu Economic Development Board, serves as an Advisor for the Patsy T Mink Center for Business and Leadership, and was honored as a Woman Who Means Business by Pacific Business News in 2024.
Sarah received her Master’s Degree in organizational communication and Bachelor’s Degree in general communication from Washington State University. She and her husband have three kids and enjoy spending time outdoors or at the beach in Kailua where they live.
Question and Answer with Sarah
What is your preferred communication style when mentoring (in-person, video conference, phone, informal check-ins, structured meetings, etc.)?
In-Person Meeting, Video-Conference, Structured Meeting, Meal
Why do you want to become a mentor in this program?
It’s an honor and an obligation to be in a leadership role, and a big part of that obligation is to lift up the next generation of leaders in our community. I’ve been fortunate to have remarkable leaders committed to my development throughout my career and I’m grateful for an opportunity to support the development of others. I’m also eager to learn new perspectives from upcoming leaders and hear their thoughts about how we continue to strengthen our community for the future.
What specific skills, knowledge or experience can you share with your mentee?
I’m happy to talk about “non-traditional” paths to leadership or unique challenges to women in leadership. I think the biggest value I can bring to a potential mentee is inspiration, motivation, and accountability. I’m happy to share specific HR knowledge, but probably am more comfortable talking about career pathing, purposeful leadership and authentic values.
What are your expectations for a mentor-mentee relationship?
My expectations are that the mentee can be direct and let me know how I can be of service; I hope they come with a clear goal for what they want and need out of the relationship so I can fully deliver. I’d ask that they come with a plan and know what they want out of the relationship. Come prepared and a clear ask for how I can support.
How do you approach problem-solving and conflict resolution?
I’m a pretty direct communicator; I prefer to address conflict early and often–before it takes on a life of its own. I try to stay curious and understand all perspectives before coming to a decision or moving forward. I have thick skin and appreciate the truth–it’s harder for me to dance around an elephant in the room than it is to address it head on.
How do you envision success for your mentee, and how will you measure it during the program?
Success for my mentee would be seeing them achieve the goal they came to the relationship with. Whether that’s an external goal (a new role, skill development, a problem solved) or something more internally focused (increased confidence, values articulation), my agenda in this program is to help support the achievement of their goal. Ultimately, their success is my success.
