HRBP/Assistant HR Manager

该职位来源于猎聘 JOB REQUIREMENTS

• Education: Master’s degree and above, major in Human Resources Management, legal, managemant related majors.
• Experience/Background: 10 years HR related working experience in Multinational Corporation (MNC), with recent 5 years HR full function and HRBP background.
• Language proficiency: English is mandatory, Japanese is a plus
• Hard Skills:
• Fluent in using PPT, Excel analysis, Pivot Table, word etc.
• Experience in using SAP, workday, people soft or other related HR system
• Soft Skills:
• Possess valid professional certificates in Human Resources, internal audit or other relevant qualifications.
• Proficient in using mainstream office software and office systems.
• Solid working experience in human resource management within large-scale enterprises.
• Excellent verbal communication, written expression and document reading capabilities.
• Strong interpersonal skills, adaptability, cross-team communication and problem-solving abilities, with a high sense of responsibility and professionalism.
• Familiar with national labor laws, regulations and relevant human resource management policies. JOB RESPONSIBILITIES
• Strategic Business Partnership
• Partner with business leaders to understand business priorities, workforce needs, and organizational challenges.
• Translate business objectives into people strategies, workforce plans, and HR actions.
• Advise leaders and people managers on organization effectiveness, talent, performance, employee engagement, employee relations, and change management.
• Leverage people insights and business data to identify risks, trends, and opportunities, and recommend solutions to improve business performance.
• Ensure HR practices and employment decisions are compliant, consistent, and aligned with company policies and values.
• Culture, Engagement & Organization Effectiveness
• Delivery HR, organization culture and employee engagement priorities aligned with business objectives, company values, Bridgestone Essence, E8, and TRACE.
• Partners with leaders on change management and communication for organization changes, restructuring, and business transformation.
• Lead follow-up actions arising from the Employee Engagement Survey (EES), monitor progress, and support leaders in delivering sustainable improvements.
• Analyze people data, engagement results, and project outcomes to drive data-based decision making and continuous improvement.
• Promote an inclusive workplace, human rights, employee well-being, psychological safety, recognition, and open communication.
• Coordinate and support culture-building initiatives, leadership engagement activities, and HR projects with clear outcomes and follow-through.
• Talent Recruitment & Workforce Planning
• Partner with hiring managers and Talent Acquisition to clarify workforce needs, role requirements, selection criteria, and hiring priorities.
• Provide HRBP input throughout selection and offer decisions for managerial, critical, and specialist positions.
• Support timely workforce deployment, internal movement, and onboarding in line with approved workforce plans and budgets.
• Develop and maintain talent pipelines for critical roles and recurring capability needs.
• Talent Management & Succession Planning
• Assist in facilitating talent reviews, succession planning, and talent calibration for assigned functions.
• Assist in identifying critical roles, key talent, high-potential employees, and succession risks, and coordinate appropriate development and retention actions.
• Partner with leaders to build individual development plans, career pathways, and leadership pipelines.
• Follow up on agreed talent actions and provide visibility on progress, readiness, and organizational capability gaps.
• Work with direct manager and HR teams to address priority capability needs of the company.
• Performance Management
• Drive the annual and periodic performance management cycle for assigned functions, ensuring quality, consistency, and timely completion.
• Support leaders in setting clear objectives aligned with business priorities and expected leadership behaviors.
• Coach managers on feedback, performance improvement, development conversations, and the management of underperformance.
• Monitor performance trends and follow up on performance improvement and development actions.
• Change Management & Organizational Effectiveness
• Support organizational change, transformation, and restructuring initiatives.
• Facilitate change communication and stakeholder engagement to drive successful adoption.
• Advise leaders on organizational effectiveness, team capability, and workforce-related challenges.
• Identify improvement opportunities and support actions that enhance performance, productivity, and collaboration.
• Digitalization & Process Excellence
• Proactively support HR digitalization initiatives to improve employee experience, operational efficiency, and data quality.
• Ensure accurate HR data, reporting, and effective execution of core HR processes.
• Leverage HR systems and dashboards to support workforce, talent, performance, and budget management.
• Identify and drive continuous improvement opportunities in HR processes, compliance, and operational effectiveness.
• Promote the adoption of digital and AI-enabled tools, and partner with IT and relevant stakeholders to support implementation and system enhancements.
• Global/ Region/ Local Initiatives
• Participate in CNHR conferences, and special projects, where required
• Participate in BSTJ manager conferences, where required
• Prepare and submit reporting requirements and needs when required