Role Overview
Geography focus. Provides People & Culture support to execute business decisions and implement core processes.
Drives local deployment of P&C strategy and processes across Business units.
Support managers with day-to-day P&C cycle activities as second interaction point.
Work with People Business Partners, CoEs & People Service Operations to execute people priorities and business changes
Key Responsibilities
• Reflect changes in local processes, procedures and policies according to CoE guidelines
• Support delivery of people & culture activities that require on-site presence or where local language requirements cannot be covered by the hubs in Shared Services
• Talent Acquisition – Support on-site activities as required in partnership with TA team. Obtain approvals from works council/union where applicable
• Talent Management – Deliver workshops to upskill People Managers. Engage in calibration talent reviews as needed to support 1st line managers. Support employees and managers locally in development advice.
• Learning – Support on-site learning admin and handle local audit of learning delivery in partnership with Learning COE
• Rewards and Recognition – Support adjustment and negotiation of collective labor agreements, manage personnel cost/ budget, local plans and exceptions
• Insights – Handle reporting request using local data sources (e.g., local government reports)
• Org Design and Effectiveness - Implement organizational changes in local systems (if required), manage reorganizations by supporting union negotiations as well as managing the transition/ exit of people
• Employee Relations – Support People Director in liaising with local co-determination bodies and advise managers on employee relations matters & handle cases end-to-end
• Mobility - Support on-site relocation, if necessary, e.g., in-person confirmation of employment
• Promote continuous improvement through feedback loops and process improvement ideas and implementation
• Proactively encourage all line managers and employees to utilize ESS/MSS and One Support ticket system
Required Qualifications & Experience
- Education: Bachelor's degree or above in Human Resources, Business Administration, Law, or a related field
- Experience: Minimum 5–8 years of progressive HR experience, ideally within a multinational company in Japan
- Language: Business-level proficiency in both Japanese (native or equivalent) and English (Business level)
- Deep knowledge of Japanese labor law and employment regulations
- Proven experience in HR service delivery, payroll management, and HR operations
- Hands-on experience with Workday or equivalent HRIS platforms
- Strong track record in managing employee relations and HR compliance matters
Key Skills & Competencies
Category
Skills
Technical
Data Analysis (Advanced), HR Policies (Expert), Labor & Employment Law (Advanced), Administrative Recruiting (Experienced)
Functional
Service Delivery (Advanced), Investigative Research (Experienced), Talent Management (Intermediate)
Transversal
Detail-Oriented (Advanced), Cross-Functional Teamwork (Advanced), Prioritization (Advanced)
Leadership
Customer-Focused (Advanced), Stakeholder Relationship Management (Experienced), Change Management (Intermediate)
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