Hiring Manager:
Head of HRGA, ExCO
Job Title:
Recruiting Manager and HRBP
Department:
Human Resources and General Affairs Dept.
Report Line:
Head of HRGA, ExCO
Position Purpose
The purpose of having the Recruiting Manager also take on the role of HRBP (Human Resources Business Partner) for specific departments is to:
- Align Talent Strategy with Business Goals: Ensure that recruitment efforts are closely aligned with the strategic objectives of the assigned departments, facilitating better workforce planning and talent management.
- Provide Targeted HR Support: Offer dedicated HR guidance to department leaders, addressing specific needs related to talent acquisition, performance management, employee development, and organizational design.
- Drive Employee Engagement and Retention: Collaborate with department heads to foster a positive work environment, implement retention strategies, and address employee concerns, contributing to a more engaged and productive workforce.
- Enhance Business-Driven Recruitment: Leverage HRBP insights to tailor recruitment strategies that address the unique challenges and requirements of the specific departments, ensuring the right fit for both the role and the company culture.
- Develop a Holistic HR Approach: Bridge the gap between HR and business operations by integrating recruitment efforts with broader HR initiatives, creating a seamless approach to talent management and development within the assigned departments.
- Foster Leadership Development: Partner with department leaders to identify and develop future leaders, ensuring that leadership pipelines are robust and aligned with the companyʼs long-term objectives.
Responsibilities
- Talent Acquisition Leadership: Lead and manage the recruitment process for assigned departments, ensuring the sourcing, selection, and hiring of high-quality candidates aligned with business needs and goals.
- Collaborate with Department Heads: Work closely with departmental leaders to understand their specific talent requirements, ensuring recruitment strategies are tailored to meet departmental
goals.
- Strategic Workforce Planning: Support departments in forecasting talent needs, anticipating future hiring demands, and developing strategies to address skill gaps within the organization.
- Employee Development and Engagement: Provide HR guidance on performance management, career development, and employee engagement initiatives within the assigned departments to enhance overall employee satisfaction and retention.
- l HR Advisory and Support: Act as a trusted HR advisor to department leaders on a range of HR issues including employee relations, conflict resolution, organizational design, and workforce development.
- l Drive Diversity and Inclusion: Implement diversity and inclusion initiatives within recruitment efforts and departmental HR strategies, ensuring alignment with company values and promoting a diverse workforce.
- Optimize Recruitment Processes: Continuously evaluate and improve recruitment processes to ensure efficiency, reduce time-to-hire, and improve the candidate experience for the assigned departments.
- l Leadership Development: Partner with department heads to identify high-potential employees, offer leadership development programs, and build a strong talent pipeline for future leadership roles.
- l Metrics and Reporting: Track, analyze, and report on recruitment and HR metrics for the assigned departments, providing insights and recommendations to improve HR and recruitment strategies.
- Change Management: Support departments through organizational changes, helping to manage transitions effectively, communicate changes to employees, and ensure smooth integration of new processes or teams.
Business Knowledge
- Understanding of Organizational and Business Strategy
As an HRBP, it is essential to understand how recruitment activities align with and contribute to the overall business goals and strategy. A strong understanding of the companyʼs long-term vision and market trends is crucial for aligning HR and business strategies.
In addition to recruitment, knowledge of onboarding, employee development, performance evaluation, and career progression is required. A clear understanding of employee engagement and performance management is critical to effectively support the entire employee lifecycle.
It is necessary to be well-versed in labor laws and regulations related to recruitment processes and employee contracts. As an HRBP, managing legal risks and ensuring compliance in recruitment is a key responsibility.
To measure the efficiency and effectiveness of recruitment efforts, strong data analysis skills are essential. HRBPs should be able to make data-driven decisions and suggest improvements in the recruitment process based on analytics.
Effective communication within the organization is essential. As an HRBP, it is important to collaborate with other departments and management to understand the organizationʼs needs and recruit the best talent accordingly. Strong interpersonal and presentation skills are necessary.
In addition to recruitment, HRBPs need to support performance monitoring and improvement after recruitment. They must contribute to the organizationʼs performance enhancement through performance evaluations and feedback processes.
- Knowledge of Organizational Development
A solid understanding of organizational culture and structure is also important. HRBPs should have the knowledge to understand the skill sets and talent needed for organizational growth and contribute to talent development and effective organizational design.
Technical Experience / Competencies
- l More than 10 years of experience as TA manager or TA specialist.
- Outstanding knowledge and experience in MS products and HRIS (ie PeopleSoft)
- HRBP background is preferred.
Behavioral Competencies
- l Out of box thinking uniting the view of other teams for one direction
- Ability to influence department heads through various communication technics
- Ability to adopt the assertive communication and aptitude to select teaching, coaching, counseling and consulting others as necessary to build the company as one team
- Aptitude in creating to identify problems that is not surfaced yet and guide to develop others for how to solve them
- l Desire to improving oneself that may even not directly linked to the assignment
- l Desire to work as a team with a results driven approach
- Attitude to amuse receiving the feedback from others on oneself and interest in improving oneself
Specific Qualifications (if required)
- HR Generalist knowledge understanding entire disciplines under HR expertise (TA, C&B, Policy, L&D, LR, HRIS or TM)
- Speaks/reads/writes/understands Japanese is mandatory with proficiency in business level of English.
Skills Referential
Behavioural Skills:
Ability to collaborate / Teamwork Ability to synthetize / simplify Resilience
Adaptability
Transversal Skills:
Ability to understand, explain and support change Ability to develop and adapt a process
Ability to develop and leverage networks
Ability to develop others & improve their skills Ability to develop and adapt a process
Education Level:
- BS/BA in Business administration or relevant field.
- MS/MA is preferred.
Others: (if any)
Additional HR training (coaching, counselling and/or organizational development) will be a plus
