Job Title: HRBP
Contract Type: Permanent
Location: Tokyo, Japan
Industry: 人事・HR
Salary: 12000000 - 18000000
Reference: 11189
Contact Name: David Sweet
Job Published 03 Dec 2019


■ Overall Position Purpose
  • To provide Operational and Strategy Talent support and guidance 
  • Drive talent agenda consistently throughout organization
  • Coach and support business stakeholders implement initiatives 
  • To be the escalation point for serious / high risk matters and for any matters
  • Lead and manage strategic and operational talent initiatives 
■Major responsibilities/duties
1. Strategic Partnering
 ► Understand the Service Line’s Talent strategy, business and industry issues   and how these apply across Competencies of responsibility
 ► In conjunction with team members and Competency/Leaders, develop plan to execute on strategic Talent priorities within own Competency area of responsibility
 ► Communicate and deploy talent initiatives to supports the Regional Talent agenda
 ► Proactively monitor Competency/SSL performance, identifying issues, providing the business with insights and providing advice to help drive business performance
 ► Collaborate with Centres of Excellence and peers internally and externally to create relevant and effective Talent solutions
 ► Lead Talent Team initiatives across Japan Advisory, where required
2. Achievement of macro processes and whole of firm People Initiatives
 ► Work with Regional SL leadership, HR Business Partners, Centres of Excellence and other teams to ensure the timely and efficient completion of all required macro people processes (including but not limited to annual goal setting, performance reviews, development and career planning, remuneration reviews, Global People Survey)
 ► Work with Talent Leader, the HRBP team and Centres of Excellence to facilitate the implementation on any agreed talent initiatives
3. People Management and Counselor Development
 ► Accountable for all Talent issues
 ► Handle all high-touch HR delivery requirements
 ► Work with the Counsellors to create sustained solutions to individual employee challenges
 ► Develop Counsellor capability
 ► Balance commercial requirements and legal risks in providing proactive support for and case management of:
  o intra-team disputes
  o harassment, bullying and sexual harassment issues
  o any other high risk/complex staffing matters escalated by the People Service Team
 ► Proactively manage performance of employees, in conjunction with People Services Team, handling more complex and high risk cases and cases relating to senior staff members
4. Operations Management
 ► Efficiently and expertly execute on operational activity that is appropriate to be handled by the HR business partner (i.e. salary review process)
 ► Review and make decisions around policy exemptions as escalated by the Talent Team
 ► Monitor operational services, providing feedback to the Talent Team as required to continuously improve operations
 ► Participate in the governance of the Talent Team to define, review and improve the quality and cost of the service provided
 ► Partner with key stakeholders to manage FTE and compensation budgets.
 ► Understand business performance and profitability to effectively inform on people solutions.
5. Emergency Responder
 ► Respond to complex and urgent Talent queries pertaining to key stakeholder group Team orientation and communication
 ► Actively participate in projects to develop new processes and to develop changes to the way that we do things
 ► Contribute to team meetings and ensuring other team members are kept informed of people/ business status within their client group
 ► Liaise with counterparts to share knowledge, ideas and successes
 ► Actively sharing knowledge, information and ideas such as strategies for ensuring effective provision of service
 ► Suggest changes to current processes to better reflect the changing needs of the client, whilst ensuring that the fundamental principles of policies are adhered to.
 ► Coach and mentor People team members as appropriate.
 ► The position holder will perform other responsibilities and tasks as required to achieve the agreed performance outcomes.
 ► Accountability for the successful co-ordination of responsibilities across Service Line recruitment, L&D functions, and other COEs as appropriate
 ► Deployment of Regional Service Line People strategy that both aligns Regional strategy and address local strategic imperatives
 ► Creation of Competency/SSL Talent Strategy that directly aligns to Regional Talent strategy and also addresses local People imperatives
 ► Demonstrated success against detailed both Regional and competency/SSL strategic Talent plans, as evidenced for Regional
 ► Evidence of considered efforts to foster and drive consistency between geographic locations wherever possible
 ► Evidence of effective partnering with CoEs
■Day-to-Day Challenges
 ► Working in a matrix system, balancing needs of Regional Service Line and local HR requirements
 ► Enabling and empowering Counsellors in the management of employees
 ► Prioritising four roles of the HR Business Partner: People Management, Emergency Responder,Strategic Partnering and Operations Management
 ► Effective virtual teaming
 ► Achieving consistency between geographic locations

Qualifications, Knowledge & Experience


Graduate or Post Graduate qualifications in Human Resources and/or Business



 ► Employee Relations

 ► Performance Management

 ► Change Management principles

 ► Technical HR expertise i.e. policies and procedures



At least 5 years proven experience as a HR Professional/Business Partner, including:

 ► Informing and supporting business strategy

 ► Performance Management

 ► Employee Relations

 ► Remuneration Review

 ► HR Business Planning

 ► HR Reporting and Analytics

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