労務・人事制度設計　☆管理職候補☆

OBJECTIVES: Sets a forward looking “People” agenda for the Global Corporate Affairs (GCA) and Corporate Strategy (CS) global functions and directs the deployment and embedment of a people agenda across the Functions The “People” agenda will encompass an integrated global approach to organization capabilities & effectiveness, engagement & belonging, lifelong learning, talent management & development, talent acquisition and people analytics & insights Trusted partner to GCA and CS TET (Executive Team) and an influential member of their respective Leadership Team (LT.) Expected to co-evolve the organization strategy, with a deep understanding GCA including external dynamics and trends. Brings together HR leads from ach business unit/function to shape and embed GCA and CS people priorities. Key contributor to both the Corporate Function HR Leadership team and Global HR Function who elevates capabilities within and across HR ACCOUNTABILITIES: Deliver an exceptional people experience within the functions so everyone can fulfil their potential and enable mission Drive an integrated global approach to organization capabilities & effectiveness, engagement & belonging, lifelong learning, talent management & development, talent acquisition, and people analytics & insights Set a short- and long-term forward-looking people agenda for the functions Shape TET and TET-1 leadership team (LT) member thinking and the direction of their function Active role in ensuring LTs’ effectiveness. Support both executive and team development. Elevate the organization’s performance Develop, deploy and embed talent management and learning programs within these functions. Foster a culture of continuous learning Drive organization effectiveness, proactively set an agenda that spans mindset, process, role and org design, capabilities and measurement/KPIs Steward of the employee experience. Develop and direct the deployment of initiatives that make these functions a great place to work and creates a competitive advantage. Ensure ongoing feedback loops and multi-way dialogue between employees, LT, COEIs, People Solutions, etc. Oversee cyclical global talent management processes such as succession/talent planning, performance management and compensation Manage labor and employee relations within these Functions. Mitigate risk for company, ensure objectivity, consistency, sound judgment and compliance Ensure talent acquisition and total rewards practices are competitive and aligned with the Function’s needs Deliver high quality people insights. Course correct as required and inspire step change solutions for the Function Engage in collaborative relationships with HR Partners (HPs) and HRBLs, HR COEIs, TBS People Solutions and other Corporate Functions like Finance, Ethics & Compliance and Legal. Partner to create solutions that make an impact when deployed and embedded within the Functions As part of the Corporate Function HR Leadership team, help shape the overall strategy for Corporate Function HR. Identify patterns and root cause solutions that are best for the Function and enterprise Lead a matrixed HR community of practice comprised of HR Partners and HRBLs who support extended Communication and Public Affairs LTs. Create an environment which inspires people to do their best and is aligned to the Company’s values. Elevate HR capabilities Lead and participate in Global HR projects as required. Apply knowledge of how these Functions work and contemporary external best practices to co-create solutions that deliver results

OBJECTIVES: Deliver specialized HR support to Corporate Function leaders and employees within an assigned location or functional area Work alongside HR Business Leaders (HRBLs), embedded Talent Leads, People Advisory Group (PAG), Centers of Excellence and Innovation (COEIs), and Function/Business Leaders to contextualize, deploy and embed the Function’s respective “People” agenda in the areas of organization capabilities & effectiveness, engagement & belonging, lifelong learning, talent management & development, talent acquisition and people analytics & insights Steward of delivering an exceptional people experience. Partner with Managers and employees to enable team and individual effectiveness. Manage escalated situations and establish feedback loops. Seamless implementation of cyclical HR processes ACCOUNTABILITIES: Deliver an exceptional people experience within Corporate Functions, so everyone can fulfil their potential and enable mission Contextualize, deploy and embed respective Corporate Function “People” agendas, in the areas of organization capabilities & effectiveness, engagement & belonging, lifelong learning, talent management & development, talent acquisition and people analytics & insights Active role in ensuring assigned leader, team and/or functional areas’ effectiveness. Facilitate assimilation of new leaders. Coach and support individual and team development. Identify needs, develop and deploy solutions. Elevate the group’s performance Deploy and embed talent management and learning programs (e.g. intern, early career rotation programs, talent reviews) in partnership with Corporate Function Talent Management lead and HRBLs Consultation on performance management and development planning efforts which cover all employees within assigned group Deploy and embed local Talent Acquisition plans. Partner with Corporate Function TA leads to provide HR support in areas of local brand management, process awareness, interviewing/selection and metrics/KPIs Work alongside Corporate Function Compensation COEI Lead to manage Total Rewards processes for assigned group, including job descriptions, levelling, Deliver an exceptional people experience within Corporate Functions, so everyone can fulfil their potential and enable mission Contextualize, deploy and embed respective Corporate Function “People” agendas, in the areas of organization capabilities & effectiveness, engagement & belonging, lifelong learning, talent management & development, talent acquisition and people analytics & insights Active role in ensuring assigned leader, team and/or functional areas’ effectiveness. Facilitate assimilation of new leaders. Coach and support individual and team development. Identify needs, develop and deploy solutions. Elevate the group’s performance Deploy and embed talent management and learning programs (e.g. intern, early career rotation programs, talent reviews) in partnership with Corporate Function Talent Management lead and HRBLs Consultation on performance management and development planning efforts which cover all employees within assigned group Deploy and embed local Talent Acquisition plans. Partner with Corporate Function TA leads to provide HR support in areas of local brand management, process awareness, interviewing/selection and metrics/KPIs Work alongside Corporate Function Compensation COEI Lead to manage Total Rewards processes for assigned group, including job descriptions, levelling, offers, mobility, annual performance & reward calibration. Ensure Total Rewards are locally competitive and aligned with local / regional needs In partnership with Regional PAG Employee Relations (ER) specialists (where country PAG exists), support employees and managers on ER matters. This includes conflict resolution, individual performance plans, investigations and general counselling. Mitigate risk for company, ensure objectivity, consistency, sound judgment and compliance Implement restructuring and reorganization plans with keen eye toward project management, change management and local nuances within assigned group Steward of the employee experience. Handle queries escalated from People Solutions. Ensure effective feedback loops between employees, leaders, People Solutions, People Advisory Group (PAG) and COEIs. Translate engagement survey feedback into insights and action plans. Develop and deploy employee engagement and communication plans for assigned groups. Manage cyclical global talent management processes such as succession/talent planning, performance management and compensation Deliver high quality people insights that matter locally e.g. stay/exit interviews, turnover, hiring trends, employee relation patterns. Recommend innovative solutions and proactively course correct as required Establish forward looking workforce plan for assigned group including hiring, succession and talent pipeline for pivotal roles Engage in collaborative relationships with HRBLs, other HR Partners (HPs), People Solutions, PAG, COEIs and other Functions such as Ethics & Compliance, Finance, Legal, IT, or Security to develop HR processes, initiatives and solutions that make a positive impact when deployed and embedded within the Corporate Functions As part of the Global Corporate Function HR Team, help shape our overall direction and continuously raise the bar on value/impact we deliver. Identify patterns and root cause solutions that are best for the Function and enterprise Participate in Global HR projects as required. Apply knowledge of how Corporate Functions work to co-create new ways of working that deliver results

■労務担当業務　※子会社（派遣事業）における人事部業務も兼務 　・協定書対応 　・勤怠管理、賃金計算及び支給 　・年末調整 　・社会保険にかかる手続き 　・安全衛生（衛生委員会の運営含む） 　・休業、休職者とのやりとり 　・人事、労務に関連するシステム運用 　・福利厚生制度の運営 　 上記の労務関連の業務を中心に担当していただきます。 （参考情報） ■部内の体制 　・人事部人数：８名 　・構成 　　労務ライン：部長（社長）－グループマネージャー（GM）－アシスタントマネージャー（AM）－メンバー（2名）－派遣社員（１名） 　　採用ライン：部長（社長）－グループマネージャー（GM）－－メンバー（１名）－契約社員（１名） 　※本求人のレポートラインは労務ラインのAMとなります。