社名
社名非公開
職種
人事、労務
業務内容
...
The HR Business Partner (HRBP) will report directly to the HRBP Lead and collaborate with functional leaders to implement and strengthen corporate HR policies, organizational development, and employee development within the Japan organization. The HRBP will work closely with business leaders to address employee relations concerns, identify underlying issues, and resolve them using a structured, solution-focused approach. This role will also manage talent acquisition, performance management, and succession planning, ensuring alignment with business goals and compliance with labor regulations. In addition, the HRBP will support company-wide initiatives, such as salary reviews, workforce planning, and organizational changes, while contributing to the creation of organizational solutions focused on culture, processes, and employee development. Key skills for success include coaching, influencing, facilitation, communication, problem-solving, and process improvement.Collaboration & Support:•Collaborate with HR Operations and HR Practices (Learning & Development, Total Rewards, and Communications) to meet business needs and provide support.•Serve as a liaison between employees and the benefits process, ensuring they receive the necessary assistance and guidance.•Offer expert advice to managers on HR processes, with a strong focus on maintaining data accuracy in Workday.Performance Management & Development:•Assist managers in implementing performance management processes, focusing on setting and achieving SMART objectives.•Participate in performance improvement discussions and help develop individual development plans (IDPs), ensuring proper documentation is maintained.•Lead succession planning and talent management initiatives, aligning them with organizational goals and objectives.Talent Acquisition & Talent Management:•Oversee the recruitment process, from evaluating candidates and hiring to successfully integrating new talent into the organization.•Manage the onboarding process, ensuring new employees are fully aware of company policies and procedures.•Design and implement innovative recruitment strategies to attract top talent.•Assist in workforce planning to meet organizational requirements.Talent Management & Development:•Support talent management strategies, including succession planning, workforce development, and retention of key employees.•Promote employee growth through targeted training, performance management, and career advancement opportunities.Employee Engagement & Committee Involvement:•Actively contribute to company-wide committees (e.g., wellness, culture, communications) to improve the overall employee experience.•Lead or assist with initiatives that focus on boosting employee engagement, fostering a positive workplace culture, and enhancing well-being.Employee Relations & Labor Union Engagement:•Labor Union Relations: Serve as the primary HR liaison with labor unions, cultivating and maintaining positive relationships while engaging in union negotiations to address labor matters in compliance with company policies and legal standards.•Union Meetings & Discussions: Participate in regular discussions with union representatives on workplace policies, compensation, benefits, and working conditions, ensuring both parties’ needs are understood.•Compliance with Labor Laws: Ensure adherence to labor laws, including those related to collective bargaining, working hours, overtime, and other labor-related regulations.•Dispute Resolution: Facilitate the resolution of labor disputes and grievances, fostering open and constructive dialogue between employees, managers, and union representatives.•Exit Interviews & Issue Resolution: Conduct exit interviews and manage employee concerns, ensuring fair treatment in accordance with union agreements, company policies, and labor laws.•Advocacy for Employee Welfare: Collaborate with unions to safeguard employee welfare, focusing on areas such as workplace safety, compensation, and benefits.Cross-Functional & HR Project Leadership:•Represent HR on cross-functional teams (e.g., Rewards & Recognition) to lead HR initiatives and promote interdepartmental collaboration.•Take ownership of specific HR programs or initiatives, managing their execution from start to finish.•Work with relevant stakeholders to plan and organize site-specific employee events and activities that enhance engagement.•Lead HR-related projects, ensuring alignment with business goals and driving impactful results.
求められる経験
•A Bachelor's Degree or equivalent qualification is required.
•At least 6-8 years of relevant experience in the field is necessary.
•Strong knowledge of local labor laws.
•Experience in M&A and organizational restructuring.
•Background in multi-regional and site-based HR functions.
•Ability to analyze business challenges and data, providing actionable recommendations to leadership.
•Exceptional verbal and written communication skills, with the ability to engage effectively with stakeholders at all levels.
•Proficiency in written and spoken English; proficiency in additional languages is a plus.
•Familiarity with MS Office tools (Excel, Word, PowerPoint) is preferred.
•Highly self-motivated and proactive.
•Capable of working both independently and as part of a team.
•Strong attention to detail, with a logical and efficient approach.
•Adaptable and able to work well under pressure.
•A passion for working with figures.
保険
健康保険 厚生年金保険 雇用保険
休日休暇
土曜日 日曜日 祝日
給与
年収1,000 ～ 1,400万円
賞与
Negotiable
雇用期間
期間の定めなし
show more
社名
社名非公開
職種
人事、労務
業務内容
...
The HR Business Partner (HRBP) will report directly to the HRBP Lead and collaborate with functional leaders to implement and strengthen corporate HR policies, organizational development, and employee development within the Japan organization. The HRBP will work closely with business leaders to address employee relations concerns, identify underlying issues, and resolve them using a structured, solution-focused approach. This role will also manage talent acquisition, performance management, and succession planning, ensuring alignment with business goals and compliance with labor regulations. In addition, the HRBP will support company-wide initiatives, such as salary reviews, workforce planning, and organizational changes, while contributing to the creation of organizational solutions focused on culture, processes, and employee development. Key skills for success include coaching, influencing, facilitation, communication, problem-solving, and process improvement.Collaboration & Support:•Collaborate with HR Operations and HR Practices (Learning & Development, Total Rewards, and Communications) to meet business needs and provide support.•Serve as a liaison between employees and the benefits process, ensuring they receive the necessary assistance and guidance.•Offer expert advice to managers on HR processes, with a strong focus on maintaining data accuracy in Workday.Performance Management & Development:•Assist managers in implementing performance management processes, focusing on setting and achieving SMART objectives.•Participate in performance improvement discussions and help develop individual development plans (IDPs), ensuring proper documentation is maintained.•Lead succession planning and talent management initiatives, aligning them with organizational goals and objectives.Talent Acquisition & Talent Management:•Oversee the recruitment process, from evaluating candidates and hiring to successfully integrating new talent into the organization.•Manage the onboarding process, ensuring new employees are fully aware of company policies and procedures.•Design and implement innovative recruitment strategies to attract top talent.•Assist in workforce planning to meet organizational requirements.Talent Management & Development:•Support talent management strategies, including succession planning, workforce development, and retention of key employees.•Promote employee growth through targeted training, performance management, and career advancement opportunities.Employee Engagement & Committee Involvement:•Actively contribute to company-wide committees (e.g., wellness, culture, communications) to improve the overall employee experience.•Lead or assist with initiatives that focus on boosting employee engagement, fostering a positive workplace culture, and enhancing well-being.Employee Relations & Labor Union Engagement:•Labor Union Relations: Serve as the primary HR liaison with labor unions, cultivating and maintaining positive relationships while engaging in union negotiations to address labor matters in compliance with company policies and legal standards.•Union Meetings & Discussions: Participate in regular discussions with union representatives on workplace policies, compensation, benefits, and working conditions, ensuring both parties’ needs are understood.•Compliance with Labor Laws: Ensure adherence to labor laws, including those related to collective bargaining, working hours, overtime, and other labor-related regulations.•Dispute Resolution: Facilitate the resolution of labor disputes and grievances, fostering open and constructive dialogue between employees, managers, and union representatives.•Exit Interviews & Issue Resolution: Conduct exit interviews and manage employee concerns, ensuring fair treatment in accordance with union agreements, company policies, and labor laws.•Advocacy for Employee Welfare: Collaborate with unions to safeguard employee welfare, focusing on areas such as workplace safety, compensation, and benefits.Cross-Functional & HR Project Leadership:•Represent HR on cross-functional teams (e.g., Rewards & Recognition) to lead HR initiatives and promote interdepartmental collaboration.•Take ownership of specific HR programs or initiatives, managing their execution from start to finish.•Work with relevant stakeholders to plan and organize site-specific employee events and activities that enhance engagement.•Lead HR-related projects, ensuring alignment with business goals and driving impactful results.
求められる経験
•A Bachelor's Degree or equivalent qualification is required.
•At least 6-8 years of relevant experience in the field is necessary.
•Strong knowledge of local labor laws.
•Experience in M&A and organizational restructuring.
•Background in multi-regional and site-based HR functions.
•Ability to analyze business challenges and data, providing actionable recommendations to leadership.
•Exceptional verbal and written communication skills, with the ability to engage effectively with stakeholders at all levels.
•Proficiency in written and spoken English; proficiency in additional languages is a plus.
•Familiarity with MS Office tools (Excel, Word, PowerPoint) is preferred.
•Highly self-motivated and proactive.
•Capable of working both independently and as part of a team.
•Strong attention to detail, with a logical and efficient approach.
•Adaptable and able to work well under pressure.
•A passion for working with figures.
保険
健康保険 厚生年金保険 雇用保険
休日休暇
土曜日 日曜日 祝日
給与
年収1,000 ～ 1,400万円
賞与
Negotiable
雇用期間
期間の定めなし
show more
