One of the world's most recognizable brands and a leader in the consumer goods industry.
This role is a key position in the organization and expected to wear different hats at different times. The partner builds a valuable relationship with divisions/functions and transfers requests and solutions to/from the business unit. The value add of the business partner is in deep knowledge of the internal clients, key employees, business acumen and business processes.
- The business partner leads and manages the people management related agenda for one or more division/function in an organization. Acts as a key partner to Divisional head(s) to lead the change management projects and manage several HR related processes including internal and external communication pertaining to Human Resources.
- The business partner acts as a partner who shares the responsibility for the goals and targets delivery for the division/function that he/she is supporting.
- The business partner identifies and prepares development plans for the key employees and high potential employees. The partner identifies employees ready for the promotion and rotates best talents across different functions in the organization in collaboration with other HRBPs and divisional heads.
- The business partner is a member of the management team of the division/function and should take an active role in division’s business meetings and lead people discussions and actively support discussions and transfers best practices from different functions in the organization. The business partner takes a key role partnering with the leadership in the people management area and acts as the facilitator for the divisional heads and holds divisional heads accountable for key people outcomes.
Divisional and Department heads, Directors, HR management, Vendors and Employees.
- Acts as an HR single point of the contact for the divisional heads and employees in the business units for all matters related to HR.
- Serves as partner to leaders on workforce related issues of low to high complexity. Assists
- leaders with the assessment of individual and team performance improvement needs and the development of associated action plans.
- Proactively supports the delivery of HR Processes across the division he/she is responsible for.
- Develops and executes strategies in collaboration with the human resources team and operational leadership to support business strategy and objectives; utilizing metrics to improve overall performance.
- Provides excellent HR and change management expertise to business units to meet assigned business units’ objectives. Provides expert human resources partnering services for executives, business unit leaders and employees to implement strategic initiatives and achieve organizational goals.
- Serves as people project and/or people program lead, developing work plans, and providing the required level of direction and support for successful completion of people related projects.
- Maintains a robust understanding of the day-to-day operations of the assigned division/department and at the same time has a good understanding of the overall business strategy.
- Anticipates business leader’s needs and becomes a “trusted advisor” in business unit leader partnerships. Provides coaching to executives on HR matters as they relate to people and business objectives.
- Coordinates activities within the Human Resources Department such as recruitment, leadership development, compensation and benefits. Also identifies and utilizes appropriate experts/resources within and outside of HR when needed.
- Actively identifies gaps, proposes and implement changes necessary to cover improvement/risks in the area of people.
- Assists personally to hire/develop/promote key talents for the divisions he/she is responsible for.
- Acts as the performance improvement driver and provokes positive changes in the people management working through the divisions’ heads.
- Works closely with the Talent Management Team to design succession plans and development programs needed for key talents and key positions.
- Challenges the organizational structure of the division/function and proposes changes to improve efficiency and to be in-line with the overall organization strategy and approved head count.
- Acts as the member of the HR Management Team connecting the HR strategy and Division’s strategy to overall organization’s strategy by keep challenging the status-quo of current talent.
Ideal skills wanted
- 5-8 years of experience as HR generalists with good understanding of local labor law, business operations
- Team Player and be able to work cross functionally across different divisions and departments.
- Communication Skills (both English and Japanese.)
- Negotiation, Analytical and Problem Solving Skills.
- Strong Project Management and Change Management Skills.
- Strong Business Acumen.
- Strong Time Management skills.