Workforce Planning: Lead workforce planning initiatives to ensure optimal organizational structure and resource allocation
Change Management: Drive organizational change initiatives, restructuring, and transformation programs
HR Metrics & Analytics: Analyze HR data and metrics to provide insights and recommendations for business decision-making
Budget Management: Develop and manage HR department budget, ensuring cost-effective delivery of HR services
Talent Acquisition & Management
Recruitment Strategy: Develop and execute recruitment strategies to attract top talent across all levels and functions
Hiring Process: Oversee end-to-end recruitment process including job postings, candidate screening, interviews, and offer negotiations
Employer Branding: Enhance employer brand and employee value proposition in the Japanese market
Onboarding: Design and implement comprehensive onboarding programs to ensure successful integration of new hires
Talent Pipeline: Build talent pipelines for critical roles and succession planning
Agency Management: Manage relationships with recruitment agencies and external hiring partners
Performance Management & Development
Performance Systems: Implement and manage performance management processes aligned with Informa's global framework
Goal Setting: Facilitate objective setting, mid-year reviews, and annual performance evaluations
Talent Development: Design and deliver learning and development programs to enhance employee capabilities
Career Development: Implement career development frameworks and internal mobility programs
Leadership Development: Create and execute leadership development initiatives for managers and high-potential employees
Succession Planning: Develop succession plans for key positions and critical roles
Employee Relations & Engagement
Employee Relations: Manage employee relations issues including grievances, disciplinary matters, and conflict resolution
Engagement Initiatives: Design and implement employee engagement programs and initiatives
Employee Surveys: Conduct regular employee engagement surveys and develop action plans based on feedback
Internal Communications: Partner with communications team on HR-related internal communications
Culture Building: Foster positive workplace culture aligned with Informa's values and behaviors
Diversity & Inclusion: Champion diversity, equity, and inclusion initiatives within the organization
Compensation & Benefits
Compensation Strategy: Develop and manage competitive compensation structures aligned with market benchmarks
Salary Reviews: Lead annual salary review processes including budget allocation and merit increases
Benefits Administration: Oversee employee benefits programs including health insurance, pension, and other statutory and voluntary benefits
Job Evaluation: Conduct job evaluations and maintain internal equity in compensation
Incentive Programs: Design and manage bonus and incentive programs
Market Analysis: Conduct regular market surveys to ensure competitive positioning
HR Compliance & Administration
Legal Compliance: Ensure full compliance with Japanese labor laws, regulations, and statutory requirements
HR Policies: Develop, implement, and maintain HR policies and procedures in accordance with local laws and global standards
Employment Contracts: Oversee preparation and management of employment contracts and related documentation
Labor Relations: Manage relationships with labor authorities and handle labor-related inquiries
HR Systems: Manage HRIS (Human Resources Information System) and ensure data accuracy and integrity
Reporting: Prepare regular HR reports for local management and global HR team
Audit & Risk Management: Conduct HR audits and implement risk mitigation strategies
Organizational Development
Organization Design: Lead organizational design initiatives to optimize structure and effectiveness
Change Leadership: Support business transformation through effective change management practices
Culture Transformation: Drive cultural initiatives to enhance organizational effectiveness
Employee Wellbeing: Implement health, safety, and wellbeing programs
Exit Management: Manage employee exits including resignations, retirements, and restructuring with sensitivity and compliance
Global HR Collaboration
Global Alignment: Ensure alignment with Informa's global HR policies, programs, and initiatives
Regional Coordination: Collaborate with Asia-Pacific HR team and global HR centers of excellence
Best Practice Sharing: Participate in global HR forums and share best practices
Global Projects: Contribute to and implement global HR projects and initiatives
Reporting: Provide regular updates to regional and global HR leadership
Education & Experience
Education: Bachelor's degree in Human Resources, Business Administration, Psychology, or related field; Master's degree or MBA preferred
Experience: Minimum 8-10 years of progressive HR experience with at least 3-5 years in an HR management role
Industry Experience: Experience in events, media, publishing, or B2B services industry preferred
Generalist Background: Broad HR generalist experience across all HR functions
Management Experience: Proven experience managing HR teams and leading HR initiatives
Professional Qualifications
Labor Law Knowledge: Deep understanding of Japanese labor laws and employment regulations
Global Experience: Experience working in multinational organizations with matrix structures
Skills & Competencies
Strategic HR Skills
Strategic thinking and ability to translate business needs into HR solutions
Strong business acumen and understanding of commercial drivers
Experience in organizational design and workforce planning
Change management expertise
Data-driven decision-making capabilities
Leadership & Management
Proven leadership skills with ability to influence at all levels
Strong coaching and mentoring abilities
Team management and development experience
Ability to build and maintain effective relationships
Conflict resolution and negotiation skills
Communication Skills
Excellent verbal and written communication skills in Japanese (native level)
Business-level English proficiency (required for regional collaboration)
Strong presentation and facilitation skills
Ability to communicate complex HR concepts clearly
Diplomatic and tactful communication style
Technical Skills
Proficiency in HRIS systems (Workday, SAP SuccessFactors, or similar)
Advanced Microsoft Office skills (Excel, PowerPoint, Word)
Experience with HR analytics and reporting tools
Functional Expertise
Comprehensive knowledge of all HR disciplines
Expertise in Japanese employment law and compliance
Strong understanding of compensation and benefits practices
Performance management system implementation
Talent acquisition and retention strategies
Employee relations and conflict resolution
Personal Attributes
High integrity and ability to maintain confidentiality
Strong ethical standards and professional judgment
Proactive and solution-oriented mindset
Resilient and able to handle sensitive situations
Culturally aware and sensitive
Adaptable and comfortable with ambiguity
Service-oriented with customer-focused approach
Detail-oriented with strong organizational skills
Preferred Qualifications
Experience managing HR in organizations with 200+ employees
Experience with mergers, acquisitions, or organizational restructuring
Knowledge of regional HR practices across Asia-Pacific
Experience implementing global HR systems and processes
Bilingual proficiency in Japanese and English
Experience with employee engagement and culture transformation initiatives
Japanese proficiency at a level equivalent to JLPT N1 is required for this role. Candidate must, at the time of application, hold a residence status that permits a full-time employment in Japan.
