HR ジェネラリスト / HR Generalist：米国本社、NASDAQ上場企業！ - 2015

【Role Overview】
Reporting to the Head of Japan Human Resources and Corporate Affairs, the person in this position is responsible for some of the following HR related things.  S/he is to support first-line manager(s) to achieve their goals through her/his proposing and leading HR actions in the areas of: (i) organization & talent development (organization design, workforce planning, staffing & recruiting, performance & people management, career design, training/learning, and engagement), and (ii) compensation & benefits (reward/salary structure based on meritocracy, pay to job, pay to market, and pay for performance, awards, bonus incentives, work rules, statutory filings to the governments, statutory/discretional benefits, and other analysis). Others include: (iii) HR Information Systems (Workday implementation and local HR database integration) and (iv) HR Operations (Payroll liaison & supervision, Environment Health & Safety, labor law, data entry and other day-day admins, and Cloudpay implementation). The person in this role will also support the Head of HR in (v) employee relations, whilst keeping a good balance of management and employee.
The unique characteristic of this role is: it covers the broad range of HR works. The person who has OD or C&B backgrounds focuses on (i), (iii), and (v) or (ii), (iv), and (v), respectively, whilst the Head of HR owns the rest for the time being.
Although this is an individual contributor role, the person in this role will be expected to lead and collaborate well with the team.
The person in this position needs to closely work with Global/APAC HR team to drive such HR initiatives as Engagement Survey, global Database/Payroll integration, and performance rating calibration, depending on the areas s/he covers.

【Responsibilities】

As an approachable HR contact for the managers and employees, s/he needs to listen to them well to execute the processes of; actions on employee engagement results, workforce/ Headcount planning, organization & job design (organization structure, job description), staffing (not only fulltime regular but also contingent workers, included), training planning & delivery, performance management, talent management, salary review, employee relations, and resignation. S/he helps the Head of HR to lead the followings:

• Employee engagement actions – analyze the results, facilitate coming up with action plans, and monitor the progress. (for those with OD backgrounds)


• Workforce/Headcount planning – support manager(s) realize the optimal workforce mixture. (for those with OD backgrounds)


• Organization & job design – support manager(s) realize the optimal organization to achieve their business goals. (for those with OD backgrounds)


• Staffing – conduct resume screening and interviews to place the best talent. Maintain the organization and employee records updated. (for those with OD backgrounds)


• Training – help deliver the company-wide training and identify, plan and deliver function specific trainings. (for those with OD backgrounds)


• Performance management – drive the process of goal-setting and facilitate calibration meetings. (for those with OD backgrounds)


• Talent management – help manager(s) identify and act on the individuals with high/low potentials/performance. (for those with OD backgrounds)


• Salary review – facilitate the salary planning for the individuals. (for those with C&B backgrounds)


• Employee relations – act both as a business partner and as an employee advocate, be the first contact employees speak to


• Resignation – conduct exit interviews for the future


• HR Operations – s/he needs to manage the processes of HR operations. (for those with C&B backgrounds)


• S/he is always expected to support the head of HR to complete the tasks in HR

Company Description

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