As a core member of the Business Management Teams, you will be accountable for the overall HR contribution and value-add to the business, translating business goals into HR priorities and ensuring effective implementation in partnership with the appropriate Centers of Expertise (CoE) and Global Business Services (GBS).
This is a HR Business Partner role, reporting to the Company Manager of one of the key Japan business units.
Understanding the Business drivers, the current and long-term strategy and identifying opportunities for HR to add value to the Business. Setting and implementing HR priorities in the organization in line with group/ global division / global BA / global function and people strategy, covering culture, people, and organization utilizing the existing HR solution portfolio or ensuring to provide new solutions where appropriate. Orchestrating the HR organization to support and deliver on the defined priorities.
Representing HR in the business entity, establishing strong relationships with business leaders and acting as consultant, sparring partner and coach. Being accountable for the total HR offering to the business. Articulating the needs of the business to the CoEs and Global Business Services (GBS) to ensure relevant, impactful support for the business.
Ensuring people and organizational capabilities required in the mid- long term are understood and actioned. Ensuring that the business positions in the short term are adequately staffed to meet or exceed the annual business targets. Interrogating HR Analytics data to understand key organizational dynamics, trends and issues and defining and executing appropriate actions.
Implementing the operating model and optimizing organization structures and principles in line with group and global rules and standards, including the job grading. Developing high performing teams, including organization restructuring, optimal utilization, redeployment and right-sizing of people resources. Under the leadership of global Division and/or Business Area, implementing strategy and plans regarding restructuring and integration projects.
Building performance culture in the organization, implementing group and global business performance standards, KPIs, and targets to enhance business performance. Identifying performance issues and taking actions to address them in close collaboration with Location HRBP and CoE. Driving recognition and reward programs for individuals and teams linked to the Business priorities and Values in Action.
Ensuring competence development actions supporting the business strategy are in place. Implementing learning and development activities to build and improve competence in collaboration with CoE and GBS. Collaborating with Learning Partners to decide appropriate learning strategies and commission design and execution of customized programs to meet the needs identified. Measuring and evaluating effectiveness of learning solutions to demonstrate business impact.
Doing close collaboration with Talent Partners in CoE, setting and implementing strategies and actions to ensure a healthy and sustainable talent structure in the organization. Working closely with Talent Partners to ensure a healthy and sustainable talent pipeline in the organization considering internal Talent pool and external market. Driving and executing all talent processes with Business Leaders e.g. identification and succession planning on business-critical positions, diversity and inclusion and owns the talent outcomes, where appropriate is directly involved in the recruitment of peer level positions and assessing risks and coordinating actions to mitigate risks.
Defining competitiveness position and compensation elements based on business need and in line with group and global strategy and policy. Identifying issues and risks and working with CoE to identify necessary actions. Monitoring and controlling personnel cost development in the business and taking corrective actions when needed. Ensuring change management requirements are translated into actions that support the business strategy and plan, applying in-depth Business knowledge to support and coach Managers implementing necessary measures and actioning to facilitate change, including communication, reorganization, performance management, motivation, recognition.
Implementing and ensuring compliance with global and local standards, rules, tools, policies and processes related to operations/project execution. Sharing and developing best practices across the wider HR community. Providing support and governance to the business, ensuring business plans align with overall HR direction, policy and the Business Strategies and provide functional leadership and guidance to HR Business Partners in the local Division/Business Area/Function in the countries. Ensuring that the area of responsibility is properly organized, staffed and directed and building an effective, capable and high performing team.
- 12 years of experience in HR
- Preferable to be a certified Health & Safety Advisor.
- Solid knowledge of Japanese Labor Laws and possess PC skills (Outlook, SharePoint, MS-Office).
- Fluency in Japanese and English.
- Must possess strong leadership, organizational and ownership skills, must have logical and way forward thinking.
- Must be action and solution oriented, have a proactive and Can-Do attitude, operational discipline, Interpersonal and rapport building and must be able to deal with ambiguity