HR Manager (#9224)

1. Strategic Business Partnering
Organizational Transformation: Collaborate with department heads to shape talent strategies that foster a high-performance culture and align team goals with the broader business vision.
Leadership Excellence: Coach and mentor managers to become exceptional leaders throughout the employee lifecycle, ensuring local alignment with global organizational principles and promoting manager autonomy.
Stakeholder Influence: Manage and engage key stakeholders to ensure the balance between employee wellbeing and business objectives is consistently achieved and exceeded.
Data-Driven Strategy: Provide actionable insights through people analytics to identify key focus areas. Lead the roll-out of global and local HR initiatives and frameworks.
Annual Business Planning: Support HR leadership in crafting the local People Strategy, ensuring it integrates seamlessly with the global annual planning cycle.
Team Leadership: Direct and develop any direct reports (where applicable) to create a high-achieving team environment using established development frameworks.
Professional Networking: Build and sustain a robust network of internal colleagues (local/global) and external industry peers.
2. Total Rewards & Compliance
Reward Stewardship: Champion the organization’s compensation and benefits framework within the local market.
Manager Empowerment: Equip leadership with the training and data necessary to make competitive and fair compensation decisions.
Annual Salary Cycles: Oversee the local execution of salary reviews, including budgeting, forecasting, and implementation.
Market Analysis: Monitor industry trends and leverage global benchmarking data to ensure the company remains a competitive employer of choice.
Compliance & Audit: Partner with regional HR experts to ensure organizational structures and pay scales are accurate and meet global standards.
3. Employee Relations
Advisory Services: Guide managers through labor law frameworks and internal policies to ensure they take full ownership of their team dynamics.
Pragmatic Resolution: Manage employee relations cases by finding balanced solutions for both the staff and the business. Engage external legal counsel when necessary to mitigate organizational risk.
Legislative Compliance: Stay ahead of local employment law changes and ensure all internal policies are updated and communicated effectively.
4. Workforce Planning & Analytics
Budget Management: Support the annual budgeting and quarterly forecasting processes for HR, focusing on headcount optimization and personnel costs.
KPI Reporting: Utilize HR dashboards to present performance metrics to stakeholders, identifying trends and proposing proactive solutions for potential risks.
5. Talent Management & Development
Global Program Integration: Implement global talent programs locally and facilitate professional training sessions that align with the company’s core offerings.
Capability-Based Growth: Advocate for a development philosophy focused on individual potential and high-impact training (e.g., Leadership Excellence, Productivity Workshops, and Coaching).
Performance Culture: Drive the effective use of performance management systems to support continuous improvement and career growth.
Engagement Strategy: Lead the local employee engagement approach, including the analysis of culture surveys and the execution of meaningful action plans.
6. Talent Acquisition
Elite Candidate Journey: Deliver a premium recruitment and onboarding experience that reflects the brand’s high standards for both candidates and hiring teams.
Strategic Hiring: Partner with managers to define precise talent needs, ensuring a high-quality and targeted selection process.
Selection Mastery: Train hiring managers in advanced interviewing techniques, including the use of case studies, psychometric assessments, and rigorous background checks.
Process Optimization: Evaluate hiring metrics to continuously refine recruitment strategies in line with global best practices.
7. Systems & Data Integrity
Digital Excellence: Master global HRIS platforms and analytical tools to ensure 100% data accuracy for informed business decisions.
Information Security: Oversee all HR data management in strict compliance with local data privacy laws (GDPR/APPI) and corporate standards.

必須要件
Professional Background: A minimum of 5-8 years of progressive HR experience, ideally within a fast-paced, global matrix organization, with a history of partnering with senior executives.
Strategic Execution: Proven ability to translate global HR concepts and tools into successful local actions that drive business growth.
Vendor Management: Experience collaborating with external partners for specialized recruitment and professional development services.
Technical Proficiency: Skilled in using enterprise-level HRIS (e.g., Cloud-based ERPs), modern Applicant Tracking Systems (ATS), and sophisticated financial planning tools.
Balanced Problem-Solving: Demonstrated success in resolving complex employee relations issues through a pragmatic and business-oriented lens.
Analytical Aptitude: Ability to leverage HR metrics to recommend strategies that directly support commercial objectives and organizational expansion.
Resilience & Agility: Capable of managing high-pressure situations, tight deadlines, and multiple stakeholders with ease.
Communication Mastery: Exceptional interpersonal skills, including professional-level presentation and group facilitation abilities.
Collaborative Mindset: A dedicated team player who proactively shares knowledge and supports cross-functional goals.
Detail Orientation: Exceptional organizational skills with a focus on precision and operational excellence.
Languages: Native-level Japanese and Business-level English (written and spoken) are essential.
Education: University degree in Human Resources, Business Administration, or a related field.

- OVERTIME WORK (​時間外労働): Yes
- AVERAGE MONTHLY OT (残業月平均): ~ 10 hrs 
- BREAK TIME (休憩時間）: 1 hour
- SOCIAL INSURANCE (加入保険): 健康保険、厚生年金、雇用保険、労災保険
- HOLIDAYS (休日): 土、日、祝日
- OTHER (その他):  Hybrid work environment, Competitive DC Plan