Japan HR Lead

Overall accountabilities

• The Japan HR Lead is accountable for managing HR country matters as they relate to employee relations, local legislation, regulatory matters, employment policy and recruitment
• Keeps abreast of changes to local legislative guidelines and work with HR COEs of any updates required to maintain compliance (Examples include pay transparency requirements and Inclusion & Diversity hiring etc)
• Working with Japan Country Leader and Country Business leaders to ensure compliance and risk mitigation, aligned to global HR priorities
• Educate Country Business leaders and managers to undertake their responsibilities as defined in the HR Ways of Working
• HR representative at country leadership committee meetings
• Leading one HR Generalist, supporting a strong performance management culture and providing access to tools, training and information to enable excellent service execution and their own personal development
• Collaborate with other Corporate Functions such as Finance, Compliance and Legal for the operation of the local Japanese legal entities
• Support Japan Country Leader and Country Business Leaders on complex and unique recruitment searches.

Work Environment, Employee Relations and Compliance:

• Ensure the consistent practice and implementation of ER activities through the application of uniform policies, standard Operating Procedures and documented templates.
• Work with managers to provide effective coaching on managing performance and disciplinary issues, ensuring actions meet company and legislative requirements to maintain a positive and professional work environment for all colleagues
• Serve as a local resource on work/life balance issues; coordinate with managers on alternative work arrangements and lead best place to work initiatives.
• Provide case management advice on key areas such as disciplinary, performance management, redundancy, long-term illness, and other ER issues. Provide guidance to colleagues and to people managers to ensure successful outcomes that balance risk and business cost.
• Negotiate exit agreements, taking legal advice on more complex cases.
• Ensure adherence to unique jurisdictional requirements and monitor issues for continuous improvement of employment practices and/or processes.
• Manage the on-going review and up-dating of local country HR policies and procedures in line with legislative changes.
• Manage country related HR compliance, regulatory requirements and controls
• In collaboration with other teams, some participation in locally required or relevant culture, wellness, disaster response or diversity initiatives that are aligned with global HR priorities.

Performance and Talent Development

• In line with the HR Ways of Working, partner with Talent Advisory to determine specific country support requirements for the execution of Talent programs, e.g. collective/individual consultation.
• Support the execution of CoE and Global HR Operations enterprise-wide programs where there are country specific implementation requirements, e.g. collective consultation, legal restrictions.

Integrated HR Service Delivery

• Identify and implement opportunities for standardization of work (e.g. HR process, service delivery) where appropriate.
• Partner with CoEs and Talent Advisors to ensure global programs are executed in line with local legislation and consultation requirements
• Utilize global HR technology, global processes and the tiered support model to support an integrated “One HR” organization focused on the colleague and manager experience of HR services.

Total Rewards

• Provide country specific support to the annual review cycle, specifically data validation as it relates to local policy requirements,
• Manage and oversee the administration of local benefits, including relationships with vendors and renewals, in line with market and legal requirements and in alignment with the Global Benefits strategy (where applicable)
• Partner with the Global Compensation and Benefits teams to support and provide advice relating to competitiveness of reward offerings and legislative changes impacting local programs, e.g. pay transparency, pay equity.

Provide country specific support, as defined in the HR Ways of Working, for internal movement of colleagues, including international transfers and relocations.

Requirements:

• 10 – 15 years’ experience of leading a team in Human Resources in a country, responsibility for proactive focus on local legislative requirements and resolution of issues.
• Demonstrated ability to lead teams.
• A proven track record as a HR professional providing a commercially focused and pragmatic support to business leaders.
• Experience of working within a professional services environment would be an advantage.
• Strong evidence of influencing and stakeholder management with senior business leaders
• Experience of managing restructuring programs and change management initiatives would be an advantage.
• Excellent written and verbal communication skills, including a good command of English.
• The ability to interact with colleagues at all levels.
• Strong organizational skills and ability to manage competing and rapidly changing priorities.
• Ability to work independently and operate well in a team.
• Understanding and experience of operating in a Global matrix environment.
• Ability to succeed in ambiguous and agile environments.

The Application Process

• Stage 1: Online application and recruiter review
• Stage 2: Online assessments
• Stage 3: Pre-recorded video interview
• Stage 4: Live video interview with hiring manager and team
• Stage 5: Offer and onboarding

Required EOE Statement:

• United States: EOE, including disability/vets
• Rest of World: Equal Opportunity Employer