■ Overall Position Purpose
1. To provide Operational and Strategy Talent support and guidance to SL Competency/SSLLeaders
2. Drive Japan Advisory SL Talent agenda consistently throughout SL
3. Coach and support business stakeholders to lead the Talent agenda within the respective Competencies/SSLs and implement initiatives when required.
4. To be the escalation point for serious / high risk matters and for any matters escalated from the People Services team or SL Partners.
5. Lead and manage Strategic and Operational Talent initiatives across Japan Advisory SL
1. Strategic Partnering
► Understand the Service Line’s Talent strategy, business and industry issues and how these apply across Competencies of responsibility
► In conjunction with team members and Competency/SSL Leaders, develop plan to execute on strategic Talent priorities within own Competency area of responsibility
► Communicate and deploy talent initiatives to supports the Regional Talent agenda
► Proactively monitor Competency/SSL performance, identifying issues, providing the business with insights and providing advice to help drive business performance
► Collaborate with Centres of Excellence and peers internally and externally to create relevant and effective Talent solutions
► Lead Talent Team initiatives across Japan Advisory, where required
2. Achievement of macro processes and whole of firm People Initiatives
► Work with Regional SL leadership, HR Business Partners, Centres of Excellence and other CBS teams to ensure the timely and efficient completion of all required macro people processes (including but not limited to annual goal setting, performance reviews, development and career planning, remuneration reviews, Global People Survey)
► Work with SL’s Talent Leader, the HRBP team and Centres of Excellence to facilitate the implementation on any agreed talent initiatives
3. People Management and Counselor Development
► Accountable for all Talent issues in the respective SL Competencies/SSL
► Handle all high-touch HR delivery requirements
► Work with the Counsellors to create sustained solutions to individual employee challenges
► Develop Counsellor capability within SL in your Geographical and Competency/SSL areas of responsibility
► Balance commercial requirements and legal risks in providing proactive support for and case management of:
o intra-team disputes
o harassment, bullying and sexual harassment issues
o any other high risk/complex staffing matters escalated by the People Service Team
► Proactively manage performance of employees, in conjunction with People Services Team,handling more complex and high risk cases and cases relating to senior staff members
4. Operations Management
► Efficiently and expertly execute on operational activity that is appropriate to be handled by the HR business partner (i.e. salary review process)
► Review and make decisions around policy exemptions as escalated by the Talent Team
► Monitor operational services, providing feedback to the Talent Team as required to continuously improve operations
► Participate in the governance of the Talent Team to define, review and improve the quality and cost of the service provided
► Partner with key stakeholders to manage FTE and compensation budgets.
► Understand business performance and profitability to effectively inform on people solutions.
5. Emergency Responder
► Respond to complex and urgent Talent queries pertaining to key stakeholder group Team orientation and communication
► Actively participate in projects to develop new processes and to develop changes to the way that we do things
► Contribute to team meetings and ensuring other team members are kept informed of people/ business status within their client group
► Liaise with counterparts to share knowledge, ideas and successes
► Actively sharing knowledge, information and ideas such as strategies for ensuring effective provision of service
► Suggest changes to current processes to better reflect the changing needs of the client, whilst ensuring that the fundamental principles of policies are adhered to.
► Coach and mentor People team members as appropriate.
► The position holder will perform other responsibilities and tasks as required to achieve the agreed performance outcomes.
► Accountability for the successful co-ordination of CSP responsibilities across Service Line recruitment, L&D functions, and other COEs as appropriate
► Deployment of Regional Service Line People strategy that both aligns Regional strategy and address local strategic imperatives
► Creation of Competency/SSL Talent Strategy that directly aligns to Regional Talent strategy and also addresses local People imperatives
► Demonstrated success against detailed both Regional and competency/SSL strategic Talent plans, as evidenced for Regional
► Success against metrics set in conjunction with SL Talent Leader and Competency/SSL Leader(s)
(i.e. revenue growth, reduction in under performers across service line, talent acquisition targets,retention of high performers)
► Evidence of considered efforts to foster and drive consistency between geographic locations wherever possible
► Evidence of effective partnering with CoEs
► Feedback from the Senior HRBP on achievement of key deliverables
► Working in a matrix system, balancing needs of Regional Service Line and local HR requirements
► Enabling and empowering Counsellors in the management of employees
► Prioritising four roles of the HR Business Partner: People Management, Emergency Responder,Strategic Partnering and Operations Management
► Effective virtual teaming
► Achieving consistency between geographic locations
■休日：完全週休二日制, 祝日, 年末年始