A retail international group is looking for an experienced HR Business Partner to drive the HR to business strategy, and support all relevant internal client groups by providing them with professional HR guidance. The primary responsibility for this role is to:
- Provide HR expertise and leadership on the ground,
- Identify key HR priorities, growth strategies and on-boarding support to the firm and,
- Ensure that all HR policies and procedures are implemented in line with local legislative and audit requirements and in conjunction with global standards.
- Strong generalist HR experience is essential for this role (min 5 years), preferably from a retail, digital or multi-discipline environment.
- Good working knowledge of Japanese employment law and HR best practices.
- HR degree or relevant other qualifications or equivalent experience.
- Excellent communication skills, both written and spoken and ability to develop positive working relationships across all levels and functions.
- Ability to adapt and excel in a developing, fluid and constantly changing environment.
- Ability to prioritise and meeting deadlines
- Fluent Japanese and English are required for this role. Any additional language a plus.
- Commitment to excellence: attention to quality and details
- Should have a positive, flexible, problem solving attitude and perseverance despite obstacles and ambiguity
- Motivated by collaborative work and creative thinking across teams
- Should lead by example and display integrity and professionalism at all times
- Recruitment and retention: managing talent and succession planning; taking overall responsibility for recruitment activity and campaigns
- Responsible for new employees' on-boarding program to ensure new hires are provided the appropriate information and set up for success when joining
- Provide HR expertise and advice to line managers on HR policy and procedures, ER and employment law matters
- Manage daily HR Administrative activities.
- Drive internal employee relations, including managing absence, disciplinary issues, grievances and sickness
- Measure employee satisfaction and identifying areas that require improvement
- Performance management: coaching managers on performance management issues and processes
- Learning and development: providing guidance on development for managers and their teams
- Training: Implementing the training and development agenda; identify areas that need attention and improvement
- Reward advice and supporting employees on company benefits
- Policy and procedures implementation of new HR policies, procedures and processes