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Job Description: HR Strategy Work closely with local business leaders to assess key business trends and challenges inherent in the business and propose solutions/approaches to deliver talent solutions for the business. Translate HR strategy into actionable approaches and continuously monitor its effectiveness and outcomes. Employee Onboarding - Plan and monitor the implementation of location specific induction and buddy programs, including new graduate hires. Employee Engagement- Plan and institutionalize a robust communication model across the region. Designing communication with local sensibilities in mind is a key focus area. Design and develop region-wide engagement processes, initiatives and events. Analyze feedback from the field (voice of employee), identify key areas of focus and design and implement initiatives around them. Employee Development - Design and drive employee development initiatives such as high performing employee development, succession planning, promotions etc. aligned to business outcomes. Monitor effectiveness and drive process improvements. Understand business requirements and create/customize training programs in collaboration with Corporate Training. Compensation and Benefits - Provide input to COE for policy formulation and revision. Design and customize policy proposals keeping local realities in mind. Manage the implementation and termination of major C&B programs such as compensation review programs, bonus pay programs, etc. Design ROI metrics for compensation programs and monitor effectiveness on an ongoing basis and take corrective actions as required. Performance Management Programs - Customize performance management activities and guidelines to meet regional ESAT, retention and development needs. Manage the roll-out and failure of performance management programs in the region. Align goal setting with business outcomes and talent drivers to effectively link performance management to business, employee and organizational needs. Manage the consequences of poor performance . Rewards and Recognition Develop a reward culture that motivates performance. Manage the roll-out of R&R initiatives across the region. Audit & Compliance - Monitor workforce management processes within the region and ensure compliance with various national and international labor laws in the region. Participate in regional level audits and play a key role in taking corrective measures where necessary. Analysis and Reporting - Develop and report on key HR related metrics for the region. Present reports and dashboards highlighting HR statistics, HR challenges, opportunities, development plans and results to key business and HR stakeholders within agreed formats and timescales. Employee Grievance and Disciplinary Actions - Manage the company's local grievance redressal system. Resolve grievance related cases in accordance with established SLAs. Initiate and manage disciplinary processes and investigations as required and ensure that the process is conducted in line with company and legal guidelines. Government Relations - Serve as the liaison and represent the company in all dealings and communications with government agencies, departments and representatives regarding all HR related matters. Ensure all required government reporting is completed within required timelines. Required Qualifications : At least 10 years of HR generalist experience Experience working in a fast-paced multinational company with a complex matrix management structure It is desirable to have experience in managing personnel systems and responses mainly for employees in Japan. Language skills in both Japanese and English (written and spoken) are essential Extensive knowledge and experience in the field of HR throughout the entire employee lifecycle Business process expertise related to technology companies Ability to view data from multiple sources, integrate data/inputs, develop causal relationships and gain key insights Self-reliant individuals with strong analytical skills, a result-oriented mindset, the ability to independently handle complex issues, and the ability to execute The ideal candidate will have a high tolerance for ambiguity Possess a strong team player work ethic in the customer management model, working with teammates, integrating the tools and processes required to meet the needs of the business, and engaging with people at all levels within the organization. Originally posted on Himalayas