【企業の特徴】

■先端技術分野で成長を続ける企業
日本で長年にわたり事業を展開するグローバル技術系メーカーです。半導体や先端材料など、今後も研究開発への投資が見込まれる分野を支えています。新たな成長市場への進出や事業基盤の強化も進めており、前向きな動きのある成長企業でキャリアを築けます！

■HR全体をリード
人事業務全般を幅広く担うポジションです。Head of HRとしてキャリアを継続したい方はもちろん、HRBPからSenior HR Managerへのステップアップを目指す方も歓迎。より戦略面で人事業務に携わり、国内事業において影響力を発揮したい方におすすめです！

■レポートライン／マネジメント業務に関して
APAC HR Directorへのレポートライン、および日本法人のManaging Directorへドットラインでレポートいただきます。3名の部下のマネジメントも担当。少数精鋭のチームで協力しながら業務に取り組めます。

■働き方・フレックスタイム
対面でのコミュニケーションや現場との連携を重視しているため、原則毎日の出社を想定しています。一方で、コアタイムのないフルフレックスタイム制を導入しており、ご自身のスケジュールに合わせて柔軟に勤務時間を調整できます！

Responsibilities

Position title: HR Director or Senior HR Manager
Reports to: APAC HR Director
Team structure: 4 on HR team in Japan including this role

Responsibilities:
– Create the people strategy by turning business goals into workforce plans and succession plans
– Be a trusted advisor to senior leaders, giving honest advice and challenging ideas when needed
– Develop strong managers through coaching on performance, conflict, and team development
– Manage the whole employee journey, from hiring and onboarding to payroll, benefits, and offboarding
– Apply HR rules fairly across markets while following local laws
– Handle sensitive employee cases carefully, reducing risk and finding fair solutions quickly
– Make HR work faster and simpler by automating routine tasks
– Use dashboards to track HR data and explain the results clearly to HR and business leaders
– Try new HR tools that improve speed, accuracy, and employee self-service
– Build a culture where people keep learning and growing

Qualifications

– A bachelor’s degree in HR, business, psychology, or a related field (a master’s or MBA is a plus)
– 12+ years of progressive HR experience, including at least 3 years in an HR management role
– A track record of balancing day-to-day HR delivery (payroll, employee relations, compliance) with strategic advice to senior leaders
– Hands-on experience with HR systems and salary surveys
– Strong working knowledge of Japan labor law and employment practices
– Ability to turn data into foresight, with comfort in statistical concepts such as correlation, regression, and trends
– Curiosity about new HR tools and eagerness to try them
– Business mindset: understands revenue drivers and speaks the language of commercial leaders
– Comfort with ambiguity and the ability to lead through influence, not authority
– A learner’s mindset: unlearns and relearns, and shares failures and wins openly
– Discretion and compassion when handling sensitive employee matters