S&P Global HRBP Japan in Tokyo, Japan
HR Director, Ratings Japan
Provide HR leadership, direction, partnership and consultation to client group. Direct and drive the client group s People and Organisation Strategy and Plan in order to achieve its business plan and drive organizational effectiveness. The role will manage the execution of business engagement on matters relating to workforce planning, diagnosing and prioritizing work appropriately to match the business imperatives, building a pipeline of talent, performance consulting, succession, leadership coaching and capability - derived from the business strategy to ensure alignment of resources and capabilities with business priorities. A breadth of knowledge in the industry, business, and all functional HR areas is required for success. This person must demonstrate the ability to lead major projects and partner with senior business leaders, COE s, global shared services, HR BP s, as well as other members of the global HR team. and external resources to drive human capital plans and programs in a complex legal, regulatory, business and market environment.
The primary client group will be Ratings but the post holder will also be required to provide in-country HR leadership for Corporate functions & S&P Global and other divisions
Define, develop and operationalize human capital plan to achieve business goals:*
define needs, identify solutions, prioritise and contract with the business and mobilize resources needed for execution. Calibrate business level HR plans with corporate HR strategic objectives. Adjust HR plans in response to changing internal and external business environment.
Partner with business on strategic workforce design including organization, needed competencies and expense objectives. Develop all business rationales for organization restructure. Collaborate with all COE s to identify and develop current and future leaders. Meet diversity objectives and ensure competitive and equitable compensation practices and programs.
Partner with Compliance & Legal to ensure adherence to FSA regulations, requirements & reporting.
Partner with COE s to ensure appropriate performance management system in place to drive business results. Provide senior management with consultation and advice on organizational issues.
Partner with Total Rewards COE to establish a total rewards compensation strategy that is aligned with business objectives, consistent throughout the business and facilitates strong performance.
- Influence business decisions regarding expansion to new locations and take the lead HR role in the set up of any new people related activity, including organisation design, talent acquisition (internal - external) strategies, reward strategies and global mobility.
Take lead HR role in any due diligence activity for acquisitions or divestitures. Advise on in-country legislation, regulatory issues related to the employment relationship and relevant local practice.
Hold a leadership role in change and culture management initiatives that result from acquisition or divestiture, restructuring, employee engagement survey or other change initiatives.
Provide guidance and counsel to global and regional leaders with regard to all aspects of Employee Relations, including performance management, disciplinaries, grievances, redundancies and restructures. Secure additional HR resources to provide coaching and support as required.
Lead on ER activity and environment to ensure business risk is mitigated and employee issues are dealt with in a timely manager.
Provide consultation and advisory services partnering the division heads in reduction in force, termination and transfer events.
Ensure yourself & employees are proficient and trained for Workday & other HRIS.
As the senior HR representative in Tokyo you will ensure all the necessary information is shared and tasks executed as part as One HR in partnership with the local Talent Acquisition & HR Operation team.
Partners with Regional & Global payroll teams to ensure accurate & efficient payroll processing.
Participate in local governance meetings, escalate issues, share information, and seek approvals.
Actively involved in preparation and execution of Employment Engagement (VIBE) action plans and actively seek opportunities to improve work environment for employees
Provide solid HR metrics and value-added analysis of these to client group management, to enable effective HR related decisions. Use metrics to understand trends and make recommendations to business leaders.
Partner with Talent Development COE to develop leadership talent to meet the growth objectives of the business.
Partner with Talent Development COE on talent assessment, review and succession planning processes. Identification and development of high potentials, emerging leaders and critical positions to support changing organization needs.
Play a lead communications role for the employment brand, talent strategy and change management. Play a leadership role in all human capital initiatives within business.
OTHER REQUIRED ACCOUNTABILITIES:
Serve on project teams as required.
Share HR best practices with peers and business aiming for continuous improvement of HR processes
Support international mobility and provide knowledge and experience in relation to immigration requirements.
Vendor relationship management for effective partnership.
Lead a small team of direct reports.
Provide HR business partnership to the leaders on the ground based in Japan & virtually for Korea leaders for Ratings & other divisions and coordinate activity where necessary, either regionally or globally to meet the requirements of the business in order that business goals will be achieved.
Working across multiple geographies, languages, currencies, legal and regulatory environments.
Ensuring compliance with local & international legal requirements to mitigate business risk, both reputational (e.g. adverse publicity, poor job market perception), legal and financial risk.
International employee population of 160 for Japan & Korea, coordinating with HR and employees across the dispersed Asia Pacific region to ensure business goals are met.
KNOWLEDGE & EXPERIENCE:
Experience of working for an International organisation and successfully managing within a matrix organisation.
Ability to anticipate trends, changes and repercussions; bring HR point of view to business decisions
Must be a relationship builder and business ally with a strong ability to influence senior management on Human Resources and business issues and decisions and transfer it to HR strategy and results.
8 years of operational knowledge in the areas of staffing, rewards, talent development, organization development. Strong business and financial acumen.
Exceptional communication, influencing, facilitation and presentation skills are necessary to actively communicate with all levels of management, staff, outside agencies and customers to drive business results.
Strategic planning, creative and innovative thinking skills, along with high intellect and sound judgment with a track record of getting results.
Strong project management skills and the ability to execute large-scale initiatives in a complex, matrix global environment while maintaining focus on the business and its customers.
Have a global mindset and an understanding of culture and change management and how to integrate talent management into an organization s strategic objectives.
Bachelor s degree required in an HR or business-related field. Advanced degree preferred.
Demonstrated ability to use metrics for fact based decision-making.
Strong business English and preferably additional language capabilities relevant to the Asia Pacific region.
Development of innovative solutions to complex Human Resources issues in a global, matrix organization.
Drive results by working through others in a complex, global environment.
Resolution of issues and problems using independent judgment and discretion.
Achieve results in a cross-cultural business environment.
Deep understanding of multiple legal, regulatory, financial and business environments.