人事機能の立ち上げをリードする
一般社団法人AIロボット協会（AIRoA）の人事機能を、立ち上げからリードしていただくポジションです。
評価・等級・報酬の型はありますが、運用が始まってようやく半年ほど。報酬テーブルの再設計、多様な雇用形態への対応、労務リスクの解消——やるべきことは山積みで、そのほとんどが「これから決める」段階にあります。
人事関連規程の整備・改定は、経営会議に諮ったうえで、実質的にこのポジションに委ねられます。経営とも直接対話しながら、人事の意思決定を担っていただきます。
Lead the Setup of HR Functions
In this position, you will lead the Human Resources function at the AI Robot Association (AIRoA)—a general incorporated association—from its initial setup phase.
While framework models for evaluation, grading, and compensation exist, they have only been operational for about six months. From redesigning compensation tables and addressing diverse employment arrangements to mitigating labor relations risks, there is a substantial workload ahead, with most decisions still to be finalized from the ground up.
The drafting and revision of HR-related regulations will be submitted to Executive Board meetings for formal approval, effectively placing the responsibility in your hands. You will engage in direct dialogue with executive leadership and take ownership of strategic HR decision-making.
【業務内容】
- 人事機能全体のマネジメント（メンバー数名のディレクション）
- 人事制度・各種規程の設計と改定（経営会議に諮ったうえで、実質的な意思決定を担う）
- 経営との直接のコミュニケーション
- 他部門との折衝・合意形成
- 労務リスクの解消（残業時間の管理、裁量労働制の運用など）
- 給与計算の内製化方針の判断（現在はアウトソース中心）
- 人事システム（マネーフォワード）の運用設計
- 労務・勤怠管理、入退社・異動、社会保険関連の各種手続き
- 評価・等級運用の事務局、報酬・等級に関するデータ管理
- オンボーディング・異動時の受け入れ調整
- ハラスメント・コンプライアンス窓口の一次対応
※人事担当と守備範囲は同じで、⑧〜⑪の実務領域も含みます。マネージャーはこれに加えて、チームのマネジメントと人事の意思決定を担います。
Position Overview
- Overall HR Management: Directing and managing a team of several HR members.
- Design & Revision of HR Systems and Regulations: Driving practical decision-making and policies, subject to Executive Board review.
- Direct Executive Communication: Partnering closely with executive management.
- Cross-Functional Collaboration: Negotiating and building alignment with other departments.
- Labor Risk Mitigation: Managing overtime hours, discretionary work systems, and regulatory compliance.
- Payroll Strategy: Evaluating and determining policies for in-housing payroll operations (currently primarily outsourced).
- HR System Optimization: Designing operational frameworks for HR systems (Money Forward).
- Labor & Attendance Operations: Managing onboardings/offboardings, personnel transfers, and social insurance procedures.
- Evaluation & Grading Administration: Overseeing appraisal operations and managing compensation/grading data.
- Onboarding & Internal Transfers: Coordinating reception and integration for new hires and internal moves.
- Compliance & Harassment Helpdesk: Serving as the primary point of contact for harassment and compliance matters.
Note: The operational scope spans items 8 through 11, matching that of HR specialists. In addition to these hands-on duties, the Manager is responsible for team management and driving core HR decisions.
【AIRoAの「人事マネージャー」の醍醐味】
- ゼロから人事をつくれます。制度が「ない」のではなく、走り出したばかりで、これから形にしていく段階です。報酬テーブルは正職員だけで3系統（戦略・管理・開発）あり、この先さらに細分化が必要です。アルバイトの報酬制度もこれから設計します。
- 雇用形態が多様です。正職員・派遣・業務委託・インターン・アルバイトに加え、会員企業や共同研究先からの出向者も人事の管理対象です。資本関係のない組織からの出向管理は、経験できる場が限られます。
- 研究者・エンジニアが多い組織です。労務管理のルールに馴染みのない方も多く、伝え方から考える必要があります。難しさであると同時に、この組織ならではの面白さでもあります。
加えて、人事の意思決定そのものを担えます。規程の整備・改定は経営会議に諮ったうえで実質的に委ねられ、経営とは直接対話します。人事組織そのものを設計するところから関われるポジションです。
【What Makes the “HR Manager” Role at AIRoA Unique】
- Build HR from the ground up: Rather than an absence of systems, our HR setup has just kicked off and is actively taking shape. We currently maintain three compensation tracks for full-time staff (Strategy, Administration, and R&D), which will require further subdivision. Additionally, a structured compensation model for part-time staff is yet to be designed.
- Manage diverse employment models: Our workforce spans full-time employees, temporary staff, contractors, interns, and part-time workers, alongside secondees from member companies and research partners. Managing secondees from entities without capital ties is a rare, high-value experience.
- Engage a unique workforce of researchers and engineers: Many team members are unfamiliar with standard labor compliance, requiring a thoughtful approach to communication. This presents a distinctive challenge as well as a uniquely rewarding experience.
Furthermore, you will directly drive HR decision-making. Once submitted to Executive Board meetings, the formal establishment and revision of HR regulations are substantially entrusted to this position. Partnering directly with executive leadership, this role offers the rare opportunity to shape the HR organization from its foundational structure.
●募集背景
AIRoAは設立から日が浅く、正職員の採用を本格的に進めている段階です。一方で、人事・労務を担う体制は派遣・業務委託が中心で、労務領域の専門性を持つ正職員の確保が最優先の課題になっています。
今回は人事マネージャー1名と人事担当2〜3名を同時にお迎えし、人事チームを一から立ち上げます。制度づくりからチームづくりまで、これから形にしていくフェーズです。
加えて、このポジションは、人事機能全体を統括し、チームの立ち上げから制度設計までを担う責任者ポジションです。経営と直接対話しながら、AIRoAの人事のかたちを決めていただきます。
●Recruitment Background
As a newly established organization, AIRoA is currently in the process of scaling up its full-time recruitment. However, our HR and labor operations are currently driven primarily by temporary staff and external contractors, making the acquisition of full-time personnel with deep expertise in labor relations our highest priority.
To address this, we are simultaneously hiring 1 HR Manager and 2–3 HR Specialists to build our HR team from the ground up. We are in a phase where everything—from designing frameworks to forming the team—is actively taking shape.
Furthermore, this role serves as the head of the HR function, taking overall leadership of the team setup and system design. Working in direct dialogue with executive leadership, you will play a central role in defining the future of HR at AIRoA.
●将来のミッション
人事機能全体の設計と、経営に対する人事の意思決定を担っていただきます。優先順位は①労務リスクの解消 ②各種人事制度の設計 の順です。
また、ご本人の関心次第で、人事以外の領域に広げていくことも可能です。採用へのローテーション、人材開発（協会としての検定制度や人材開発事業）、HRBP機能の立ち上げなど、担っていただける余地があります。
●Future Mission
In this role, you will take ownership of designing the overall HR function and driving HR decision-making for executive management. Key priorities are ordered as follows: (1) mitigating labor risks, followed by (2) designing various HR systems and policies.
Furthermore, depending on your personal interests, there is ample scope to expand your responsibilities beyond core HR. Opportunities include rotating into talent acquisition, driving human resource development initiatives (such as designing certification programs and training businesses for the association), and building the HRBP function from the ground up.
Requirements
【必須要件】
- 人事労務の実務経験がある方（経験年数は問いません）
- ピープルマネジメントの経験が1年以上ある方
- 経営層や他部門と直接対話し、合意形成ができる方
Required Qualifications:
- Practical experience in HR and labor relations (years of experience are not specified)
- 1+ year of people management experience
- Ability to engage in direct dialogue with executive leadership and cross-functional teams to build consensus
【歓迎要件】
- 立ち上げフェーズの組織（スタートアップ・新設組織など）での人事・労務経験
- 人事制度の設計・改定プロジェクトへの参画経験
- 人事・勤怠・労務システムの導入／運用経験（当協会はマネーフォワードを利用。勤怠は2026年9月に稼働したばかりです）
- 多様な雇用形態（派遣・業務委託・出向・アルバイト等）の労務対応経験
- ハラスメント窓口・コンプライアンス相談対応の経験
- AI・ロボット・ディープテック領域への関心
- 経営会議など、経営層に対する説明・提案の経験
- 複数名のチームを立ち上げた経験
Preferred Qualifications:
- HR and labor relations experience in a launch-phase organization (e.g., startups or newly established entities)
- Experience participating in projects to design or revise HR systems and policies
- Experience implementing or operating HR, attendance, and labor management systems (We use Money Forward; our attendance management system went live in September 2026)
- Labor management experience handling diverse employment types (temporary staff, contractors, secondees, part-time workers, etc.)
- Experience managing harassment helpdesks or compliance consultation channels
- A strong interest in AI, robotics, and Deep Tech domains
- Experience presenting and proposing initiatives to executive leadership (e.g., at Executive Board meetings)
- Experience setting up and building a team of several members
【語学力】
- 日本語（ネイティブレベル）
- 英語（不問／できれば尚可）
Language Skills
- Japanese: Native level
- English: Not required (Business level is a plus)
求める人物像
- 事業がやりたいことを理解し、「どうすれば実現できるか」を一緒に考えられる方。法令やルールを守ることを前提としたうえで、進め方の選択肢を提示できる方を求めています。
- 答えを一つの解釈に限定せず、他社の事例や運用を自分で調べ、比較したうえで提案できる方。
- 人の話を先に聞ける方。専門外の相手にも、ルールの背景から噛み砕いて説明できる方。
- 制度や条件の変更にあたって、人事が矢面に立つ場面があります。それを受け止められる方。
加えて、経営に対して人事の論点を自分の言葉で提起し、意思決定を引き出せる方。
Ideal Candidate Profile
- We are looking for an individual who understands business objectives and can collaboratively brainstorm "how to make them happen." Assuming full compliance with laws and regulations, you should be able to present viable options for moving forward.
- You are someone who does not limit answers to a single interpretation but instead independently researches and compares cases and practices from other companies before making a proposal.
- You are a good listener who can break down complex rules and explain their background simply to those outside your area of expertise.
- In this role, HR must sometimes stand on the front lines during changes to systems and conditions. We seek someone who can handle this responsibility.
Furthermore, you are capable of presenting HR issues to executive management in your own words and driving them to make decisions.
【Estimated Annual Salary】
10,000,000 JPY – 14,000,000 JPY
【想定年収】
1,000万円～1,400万円
Benefits
●勤務地
東京都大田区平和島6-1-1 東京流通センターA棟AW4-5/4-6
●Work location
Tokyo Ryutsu Center A Bldg. AW4-5/4-6, 6-1-1 Heiwajima, Ota-ku, Tokyo 143-0006, Japan
●オフィス紹介
私たちは現在、流通センター内に300坪を超える広大なオフィス兼研究施設を構えています。この空間では、AIロボットをすぐそばに感じながら、ビジネスチームとエンジニアチームが密接に連携し、日々の業務と研究開発を進めています。施設には、AIロボット協会のメンバーだけでなく、協力企業の技術者や研究者、会員企業の方々も頻繁に訪れます。そのため、AIやロボティクスの最前線で活躍する多様な専門家が集う場となっています。
●Our Office
We currently operate out of a spacious office and research facility of over 1,000 m² located in the Ryutsu Center area. In this space, our business teams and engineering teams work in close collaboration, advancing both day-to-day operations and R&D with AI robots always close at hand. The facility is frequently visited not only by members of the AI Robot Association, but also by engineers and researchers from partner companies and representatives from member companies. As a result, it serves as a hub where diverse experts at the forefront of AI and robotics gather and interact.
●働く仲間
現在、私たちのもとには世界中から優秀なエンジニアや研究者が参画しています。中には、海外在住の方が来日し、チームの一員としてプロジェクトに参加しているケースもあります。国籍やバックグラウンドを超えて、多様な才能が集まり、互いに刺激し合いながら未来を形づくり、世界に開かれた研究開発組織を作りたいと考えております。
●Your Colleagues
Today, highly skilled engineers and researchers from around the world are part of our organization. Some members have even relocated from overseas to Japan to join our projects on site. We aim to build a globally open R&D organization where diverse talent, regardless of nationality or background, come together, inspire one another, and shape the future.
People & Talent Development Programs
人事・人材開発制度
[研修制度]
- OJT
- 海外含む社外カンファレンス研修
- コンプライアンス研修
- セキュリティ研修
[社内制度]
- 年2回の評価制度（半期ごと）
- 社内勉強会
- 社内図書館
- 外部研修支援
[福利厚生]
- 書籍購入支援
- ランチ代・軽食代補助
- フリードリンク
- 通勤交通費支給（上限5万円/月）
- 月次の全社イベント開催（AIRoA Circle, 交流会）
- Family Day
- AIRoAシャツなどの提供
●HR and Talent Development Programs
[Training Programs]
- On-the-Job Training (OJT)
- Training through participation in external conferences, including overseas events
- Compliance training
- Security training
[Internal Programs]
- Performance reviews twice a year (every half year)
- In-house study sessions
- In-house library
- Support for external training programs
[Benefits]
- Support for book purchases
- Subsidies for lunch and light snacks
- Free drinks
- Commuting allowance (up to JPY 50,000 per month)
- Monthly company-wide events (AIRoA Circle, social gatherings)
- Family Day
- AIRoA-branded shirts and other items provided
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