Unit Manager HR

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• COE C&B ROI
  
• ESAT
  
• R&R
  
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• HR HR HR
  
• SLA
  
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• HR Strategy Work closely with regional business leaders to assess key business trends and challenges inherent in the business and propose solutions and approaches to deliver talent solutions for the business. Translate HR strategy into actionable approaches and continuously monitor its effectiveness and outcomes
  
• Employee Onboarding Plan and monitor the implementation of sitespecific induction and buddy programs including for new graduates
  
• Employee Engagement Plan and institutionalize a robust communication model across the region. Designing communication with local sensibilities in mind is a key focus area. Design and develop engagement processes initiatives and events across the region. Analyze feedback from the field (voice of the employee) identify key areas of focus and design and implement initiatives around them
  
• Employee Development Design and drive employee development initiatives such as high performing employee development succession planning promotion and advancement aligned to business outcomes. Monitor effectiveness and drive process improvements. Understand business requirements and create and customize training programs in collaboration with Corporate Training
  
• Compensation and Benefits Provide input to COE for policy formulation and revision. Design and customize policy proposals keeping in mind the regional realities. Manage the implementation and termination of key C&B programs such as compensation review programs bonus pay programs etc. Design ROI metrics for compensation programs and continuously monitor effectiveness and take corrective actions where necessary
  
• Performance Management Programs Customize performance management activities and guidelines to align with the ESAT retention and development needs of the region. Manage the rollout and failure of performance management programs in the region. Align goal setting with business outcomes and talent drivers to link performance management to business effectively employee and organizational needs. Manage consequences for poor performance
  
• Rewards and Recognition Foster a reward culture that incentivizes performance. Manage the rollout of R&R initiatives across the region
  
• Audit and Compliance Monitor workforce management processes in the region to ensure compliance with various national and international labor laws in the region. Participate in regional level audits and play a key role in taking corrective actions where necessary
  
• Analysis and Reporting Develop and report on key HR related metrics for the region. Present reports and dashboards highlighting HR statistics HR issues opportunities development plans and achievements to key business and HR stakeholders within agreed formats and timescales
  
• Employee Grievance and Disciplinary Actions Manage the companys grievance redressal mechanism in the region. Resolve grievance related cases in accordance with established SLAs. Initiate and manage disciplinary processes and investigations as required and ensure that the process is conducted in line with company and legal guidelines
  
• Government Relations Act as the single point of contact and represent the company in all dealings and communications with government agencies departments and representatives on all HR related matters. Ensure that all required government reporting is completed within established timelines
  

Requirements

• 10 HR
  
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• At least 10 years of HR generalist experience
  
• Experience working in a fastpaced multinational company with a complex matrix management structure
  
• Experience in managing HR systems and responses primarily targeting employees in Japan is preferred
  
• Language skills in both Japanese and English (written and spoken) are essential
  
• Extensive knowledge and experience in the HR field throughout the employee lifecycle
  
• Awareness of business processes related to technology companies
  
• Able to view data from multiple sources integrate data/inputs develop causal relationships and gain key insights
  
• Selfmotivated with a strong analytical and resultsoriented mindset able to handle complex challenges independently and have the ability to execute
  
• The ideal candidate will have a high tolerance for ambiguity
  
• A strong team player work ethic in a customer management model able to collaborate with teammates integrate the tools and processes required to meet the needs of the business and engage with people at all levels within the organization
  

• 
  
• -
  
• -
  
• -
  
• - COE C&B ROI
  
• - ESAT
  
• - R&R
  
• -
  
• - HR HR HR
  
• - SLA
  
• -
  

• HR Strategy Work closely with regional business leaders to assess key business trends and challenges inherent in the business and propose solutions and approaches to deliver talent solutions for the business. Translate HR strategy into actionable approaches and continuously monitor its effectiveness and outcomes
  
• Employee Onboarding Plan and monitor the implementation of site-specific induction and buddy programs, including for new graduates
  
• Employee Engagement Plan and institutionalize a robust communication model across the region. Designing communication with local sensibilities in mind is a key focus area. Design and develop engagement processes, initiatives and events across the region. Analyze feedback from the field (voice of the employee), identify key areas of focus and design and implement initiatives around them
  
• Employee Development Design and drive employee development initiatives such as high performing employee development, succession planning, promotion and advancement aligned to business outcomes. Monitor effectiveness and drive process improvements. Understand business requirements and create and customize training programs in collaboration with Corporate Training
  
• Compensation and Benefits - Provide input to COE for policy formulation and revision. Design and customize policy proposals keeping in mind the regional realities. Manage the implementation and termination of key C&B programs such as compensation review programs, bonus pay programs, etc. Design ROI metrics for compensation programs and continuously monitor effectiveness and take corrective actions where necessary
  
• Performance Management Programs - Customize performance management activities and guidelines to align with the ESAT, retention and development needs of the region. Manage the rollout and failure of performance management programs in the region. Align goal setting with business outcomes and talent drivers to link performance management to business effectively, employee and organizational needs. Manage consequences for poor performance
  
• Rewards and Recognition - Foster a reward culture that incentivizes performance. Manage the rollout of R&R initiatives across the region
  
• Audit and Compliance - Monitor workforce management processes in the region to ensure compliance with various national and international labor laws in the region. Participate in regional level audits and play a key role in taking corrective actions where necessary
  
• Analysis and Reporting - Develop and report on key HR related metrics for the region. Present reports and dashboards highlighting HR statistics, HR issues, opportunities, development plans and achievements to key business and HR stakeholders within agreed formats and timescales
  
• Employee Grievance and Disciplinary Actions - Manage the company's grievance redressal mechanism in the region. Resolve grievance related cases in accordance with established SLAs. Initiate and manage disciplinary processes and investigations as required and ensure that the process is conducted in line with company and legal guidelines
  
• Government Relations - Act as the single point of contact and represent the company in all dealings and communications with government agencies, departments and representatives on all HR related matters. Ensure that all required government reporting is completed within established timelines
  

Requirements

• 10 HR
  
• 
  
• 
  
• 
  
• 
  
• 
  
• /
  
• 
  
• 
  
• 
  

• At least 10 years of HR generalist experience
  
• Experience working in a fast-paced multinational company with a complex matrix management structure
  
• Experience in managing HR systems and responses primarily targeting employees in Japan is preferred
  
• Language skills in both Japanese and English (written and spoken) are essential
  
• Extensive knowledge and experience in the HR field throughout the employee lifecycle
  
• Awareness of business processes related to technology companies
  
• Able to view data from multiple sources, integrate data/inputs, develop causal relationships and gain key insights
  
• Self-motivated with a strong analytical and results-oriented mindset, able to handle complex challenges independently and have the ability to execute
  
• The ideal candidate will have a high tolerance for ambiguity
  
• A strong team player work ethic in a customer management model, able to collaborate with teammates, integrate the tools and processes required to meet the needs of the business, and engage with people at all levels within the organization