Job Summary:
The Manager, People & Culture, is responsible for performing HR duties, working closely with management and employees, supporting a specific department or geographic area of the company.
This position should be knowledgeable in all HR practice areas, such as benefits administration, employee relations, performance management, onboarding, HR policy, recruitment and legal compliance. The Manager, People & Culture, may represent HR in all HR practice areas or specialize in one or more practice areas This role manages other employees.
Scope: Small headcount responsibility and/or low complexity.
Essential Duties and Responsibilities:
Recruitment：
Ensure all of the recruitment requisition can be filled with 42 days
Develop the current recruitment channel to improve the efficiencies
Explore more qualified agent in RPO and BPO
HR Policies, Strategies and Environment：
Maintain high knowledge on all the company's human resource policies.
Consult with managers and employees on how to apply company HR policy and legal regulations related to People & Culture.
Participate in the development of new or revised policies
Addresses issues of policy non-compliance working with line management
Legal & Regulatory Environment:
Keeps abreast of developments in the law as it applies to area of responsibility and makes necessary changes in a timely manner to remain compliant with legislative requirements
Team Management & Development：
Provide effective leadership, mentoring and coaching to team members to ensure company and personal objectives are achieved
Identifies skill gaps and aligns training to close gaps to improve performance to achieve maximum effectiveness within their roles
Provide timely advice and guidance to support team in their roles
Schedules routine one on one time and group meetings to share ideas and support each other with challenges.
Ensures clear communication of relevant internal and external developments
Reporting and Analysis:
Uses all analytics and resources available to identify opportunities and barriers to delivering business results and adjusts business plan tactics accordingly.
Provides supported business leaders the necessary HR analytics to manage their employee base.
If responsible for recruiting, creates, tracks, analyzes, and reports key metrics designed to measure, predict, and continuously improve and refine recruiting effectiveness.
Employee Relations, as applicable to own team:
Protects interests of employees and the company in accordance with company policy and government laws and regulations
Ensures integrity of the processes in place to effectively handle disciplinary and grievance cases
Stays up to date on changes in employee laws to effectively provide advice to business leaders and manage own team.
Ensures policies, procedures and HR literature are current, accurate and readily accessible to staff and management
Employee Engagement：
Create/maintain a positive work environment by focusing on employee engagement
Analyzes data, identifies trends and recommends solutions to improve employee engagement and retention.
Responsible for creating improvement actions into place to improve employee engagement.
Champion Peakon and support business leaders to effectively improve employee engagement with effective use of Peakon.
Talent Acquisition, as applicable：
Follows global processes to ensure consistency across all markets
Monitors departmental recruitment turnover and costs to minimize both.
Ensure effective onboarding procedures are followed for new employees
Ensures compliance with regional/country legal regulations
Ensures processes are in place that reflect well on the brand and reputation in the marketplace
Identifies opportunities to enhance our reputation and appeal to prospective and current employees
Talent Management, as assigned：
Leads and supports organizational change within area of responsibility.
Supports all talent management initiatives such as workforce planning, succession, performance management, employee engagement, recognition, communications, as applicable to role
Personally, sets a positive example by demonstrating continuous learning and professional development in the role.
Change Agent：
Partner with, and coach, the business leadership team to facilitate organizational and cultural change. Act as a catalyst for building Organizational Effectiveness within the business. Educate the business on HR trends that affect the business. Lead change management projects
Program/Project Management：
Manage or participate in multiple projects simultaneously and clearly communicates the status to the applicable parties
HR Service Desk Management, when assigned
Oversee the HR communication channels (case management, email, instant messaging, voice) to ensure questions and requests are processed accordingly and in a timely manner
Oversee response to and action queries received and handle escalations
Liaison with Payroll, Benefits, and HR teams to research and solve issues
Action compliance tracking as required by local governments
Promote a customer focused and team-based culture which identifies and implements improvements
Other:
This job description is not designed to contain a comprehensive listing of activities, duties or responsibilities that are required for this position. The employee may be asked to perform other duties and responsibilities, as necessary.
Essential Job Functions: (Required for US-optional for other countries)
Must be able to come to work promptly and regularly
Must be able to take direction and work well with others
Must be able to work under the stress of and meet deadlines
Must be able to concentrate and perform accurately while meeting applicable productivity measures
Must be able to change productively and to handle other tasks as assigned
Key Contacts / Relationships:
Internal:
Employees and managers at all levels across the organization
External:
Legal Advisors
Prospective employees
Clients
Third Party Providers of services and benefits
Education / Knowledge / Experience: (Subject to local laws and practices)
Essential:
Bachelors degree in related field or equivalent work experience
10+ years of experience in People & Culture
5+ years in a management role when position manages others
Demonstrated proficiency in multiple HR functional areas including employee relations, recruitment, compensation, organizational development, leadership development
Capability of exercising extreme discretion and independent judgment.
Demonstrated ability to build strong relationships with a variety of stakeholders.
Good commercial English skills
Proficient in Microsoft applications; Word, Excel, PowerPoint, Outlook
Ability to travel for business
Knowledge and experience in applicable employment laws
Preferred:
HR Certification
Fluency in a second major language applicable to the region supported
Physical and Mental Requirements: (Required for US-optional for other countries)
The requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical:
Requires an adequate range of body motion and mobility to enable the individual to perform the essential functions of the job.
Requires ability to remain in a stationary position for prolonged periods of time throughout the workday.
Requires ability to move about to access file cabinets, office equipment, etc.
Requires ability to operate a computer, telecommunication’s devices and other office equipment for prolonged periods of time throughout the work day.
Requires ability to express or exchange ideas by means of the spoken word. Talking is important for those activities in which the employee must impart oral information to other employees, clients and customers, in person or via telephone, and in those activities in which they must convey detailed or important spoken instructions and information to others accurately, clearly and quickly.
Requires the ability to perceive the nature of sounds. Hearing is important for those activities that require ability to receive detailed information through oral communication, in person or via telephone, and to make fine discriminations in sound.
Requires clarity of near vision. This factor is important when special and or minute accuracy is demanded and defective near acuity would adversely affect job performance and/or safety of self and others.
Requires ability to work other shifts and weekends and in excess of 40 hours/week, as necessary.
Mental:
Requires the ability to work and cooperate with other employees and clients at all levels and from diverse backgrounds to exchange ideas, information and opinions to facilitate the task at hand.
Travel: (for designated positions)
Requires ability to travel by car, plane and train for prolonged periods of time domestically and internationally and to move and transport personal luggage.
Work Location: Tokyo, Japan
Email: Info@tacjob.com
