HR Department Manager Candidate (Employee Relations / Organization Planning & Development)
Job Responsibilities
“Employee Relations Manager”:
・A highly engaged, informed, and cohesive workforce is a critical competitive advantage. This role will centralize and professionalize these critical functions, ensuring consistent messaging, effective issue resolution, and a stronger, more resilient organisational culture.
Key Responsibilities :
1. Proactive Employee Relations:
・Serve as a neutral and trusted resource for employees and management on workplace issues, harassment, and concerns.
・Conduct investigations into employee complaints, grievances, and policy violations, ensuring fair and consistent application of policies.
・Advise management on employee relations best practices, legal compliance, and fostering a positive work environment.
2. Strategic Internal Communications:
・Develop and execute an organisation-wide internal communications strategy aligned with business objectives.
・Manage various communication channels (intranet, town halls, email) to ensure consistent, timely, and relevant dissemination of information.
3. Culture:
・Collaborate with relevant function to promote company culture and values
・Help foster a sense of community and connection among employees.
“Organisation Planning and Development Manager”:
・Lead the Organizational Planning & Development team to drive strategic workforce planning, talent management, and organizational capability building. This role designs and executes integrated talent strategies across headcount planning, performance management, career development, and succession planning to support business growth and organizational effectiveness. Reports to HR Director.
Key Responsibilities(include but are not limited to the following) :
1. Headcount Planning and Simulation Analysis
・Lead annual and quarterly headcount planning, conducting HC allocation analysis aligned with business development needs
・Establish manpower demand forecasting models and perform multi-scenario simulations and cost-benefit analyses
・Monitor headcount utilization across departments, providing data-driven recommendations for adjustments
Optimize organizational structure design to improve organizational efficiency and resource allocation
2. Turnover Management and Talent Retention Strategies
・Establish systematic turnover analysis mechanisms to identify key drivers of attrition
・Design and implement key talent retention programs, including but not limited to incentive mechanisms and career development pathways
・Conduct regular employee engagement and satisfaction surveys, driving action plans for improvement
・Optimize offboarding processes to ensure knowledge transfer and smooth transitions
3. Performance Management and Promotion System Development
・Lead the design, implementation, and continuous optimization of the company-wide performance management system
・Establish fair and transparent promotion mechanisms and standards, managing the annual promotion review process
・Promote a culture of performance and development dialogues to ensure goal alignment and effective feedback
・Analyze performance data to provide basis for talent-related decisions
4. Employee Career Development Roadmap and Job Grade System Management
・Design and maintain the company's job grade system, ensuring internal and external equity and competitiveness
・Develop career paths and competency standards for various job families
・Establish Individual Development Plan (IDP) mechanisms to support the alignment of employee growth with organizational needs
・Regularly review the job grade system against market benchmarks and propose adjustment recommendations
5. Training and Development
・Formulate annual training and development strategies and budget plans
・Design core competency development programs, including leadership, professional skills, and general capabilities
・Evaluate training effectiveness to ensure learning transfer and business impact
・Manage internal and external training resources, establishing a trainer system
6. Succession Planning and Talent Pipeline Development
・Design and implement succession plans for key positions, establishing talent pools
・Identify high-potential talents and formulate targeted development and growth paths
・Manage the talent review process to ensure close alignment with business strategy
・Establish talent risk assessment and mitigation mechanisms to ensure organizational continuity
7. Learning Organization Culture Building
・Promote the construction of a knowledge management system to facilitate internal experience sharing and best practice transfer
・Design a diversified learning ecosystem (e-learning, community learning, mentorship programs, etc.)
・Plan organizational learning activities and innovative learning projects
・Foster a culture of continuous learning and growth
Job Qualifications
Experience:
・Minimum of 10 years experience in HR with at least 3 years in a managerial role
・Have worked with the Multi-national environment.
・Experience in Employees Relations Manager and/or Organisation Planning and Development Manager
Skills & Competencies :
・Strategic Thinking & Business Acumen: Ability to understand the broader business context, anticipate organizational needs, and align function strategies directly with business objectives.
・Interpersonal Influence & Stakeholder Management: Proven ability to build strong, credible relationships with senior leadership, HR partners, and employees at all levels. Must be able to influence without direct authority, gain consensus, and effectively manage diverse stakeholder expectations and concerns.
・Conflict Resolution, Mediation & Coaching: Expert-level skills in navigating sensitive and complex employee relations issues, including conducting thorough investigations, facilitating difficult conversations, mediating disputes, and providing effective coaching to managers on employee performance and conduct.
・Analytical Acumen & Data-Driven Decision Making: Ability to analyze HR metrics to identify trends, measure effectiveness, and inform strategic adjustments.
・Legal Acumen & Ethical Judgment: In-depth understanding of Japan employment law, HR policies, and compliance requirements..
・Language Ability: Business level in both Japanese and English. Mandarin Chinese is a plus
(Scope of Change)
・ Reassignment may occur to all tasks as defined by the company.
Location:
・ (Upon Hiring) 〒869-1102, Kumamoto Prefecture, Kikuchi-gun, Kikuyo-cho, Oaza Harimizu 4106-1.
・ (Scope of Change) At locations as defined by the company.
Workdays/Hours:
・ 8:30 AM – 5:30 PM.
Benefits:
・ Health insurance, welfare pension insurance, employment insurance, workers' accident compensation insurance, individual pension plan, retirement allowance system, annual paid leave, commuting allowance (actual expenses, up to ¥50,000/month), housing allowance (subject to company regulations).
Holidays/Leave:
・ Weekends and public holidays off.
・ Leave: Golden Week, summer vacation, year-end and New Year holidays (in accordance with the company calendar).
Selection Process:
・ 2–3 interviews + aptitude test → Offer.