Business Partner, Human Resources - Bilingual Japanese

Job Description

The Huntsville (HSV) Human Resources Business Partner (HRBP) serves as a strategic business partner to various business unit groups by providing expert advice on HR-related matters, including employee relations, talent management, workforce planning and compliance with labor laws and company policies. Support and drive company and HR initiatives. HRBP works closely with HR and business unit leadership to provide strategic HR consultation to optimize people, structure, and culture, with the goal of achieving business results and fostering a positive work environment.

Acts as the primary HR contact for assigned business units in the areas of recruitment, employee relations, benefits, compensation, performance management and talent development. Operates effectively with senior leadership with guidance from HR management on approach, escalation and precedent-setting decisions.

HRBP (HSV) will be assigned to primarily International Service Employee (ISE) led client group and must be bilingual in Japanese and English (written and verbal), with demonstrated ability to navigate cultural differences while maintaining HR consistency in local context.

Major Responsibilities

• (30%) Performance Management & Employee Relations

• Partner with leadership to consult on year-round performance management activities based on established company programs (i.e., goal setting, performance management process, etc.)

• Support divisional management in the areas of performance management, including coaching, training and development, and appropriate disciplinary actions in accordance with company policy and in alignment with HR management.

• Partner with employees and managers across the organization to support employee relation issues, coaching and conflict resolution.

• Conduct thorough and objective internal investigations related to employee relations issues, ensuring findings are well-documented and resolutions align with company policy, legal requirements, and best practices to maintain a fair and respectful workplace. Investigation approach and resolution will be determined in partnership with HR leadership and Legal.

• Lead employee separation activities in alignment with business, Legal, and HR management.

• Coach leaders on their effectiveness, feedback conversations, and development, building people-leadership capability across assigned business groups.

• (25%) Workforce Planning

• Work with division management to create and implement development and succession plans for their departments, ensuring alignment with a broader talent strategy.

• Provide HR guidance on workforce structure changes, including job description development, risk assessment, change management, communications, etc.

• Partner with business leadership and Talent Acquisition throughout the recruitment and onboarding process to ensure staffing needs are met.

• Serve as the primary HR advisor on base pay recommendations for assigned client groups, including new hire offers, promotions, transfers, and internal equity considerations. Consult with business leaders to understand talent and organizational needs, developing recommendations that align with established compensation programs, guidelines, and practices.

• Partner with leadership on organizational design and team effectiveness, helping leaders refine responsibilities, strengthen team structure, and clarify roles to support business needs.

• Support the adoption and implementation of organizational and structural changes, providing change management guidance.

• (25%) HR Consulting

• Develop and maintain a thorough understanding of the organization's current needs and future direction, ensuring business decisions account for people-implications (e.g., culture, retention, development, etc.) and minimize company risk.

• Participate in leadership and business client group meetings to understand business and operational challenges and provide relevant HR guidance, support and solutions as appropriate.

• Partner with divisional management to analyze data (e.g., employee turnover, employee satisfaction survey, exit interview feedback, etc.) and develop and implement effective plans for resolution in alignment with HR leadership.

• Leverage people data and HR metrics to proactively surface trends and risks, translating insights into actionable recommendations that inform leader decisions.

• Partner with leadership on employee engagement, including survey action-planning, and champion company culture and values to support morale and retention.

• Represent client group interest within the HR function on program initiatives and activities, balancing advocacy for business needs with support of broader HR strategy and objectives.

• Leverage HR expertise and organizational knowledge to advise on people related challenges with strategic business-aligned solutions.

• (20%) HR Administration

• Apply sound judgment to interpret HR policy based on situational context, offering guidance in support of both compliance and the workforce.

• Support the implementation of HR programs, policies and change initiatives by providing meaningful insights and support and ensuring adoption among employee population.

• Participate in cross-functional HR projects and initiatives as assigned.

• Manage current and accurate headcount reporting and org charts for assigned client groups.

• Responsible for all HR activities (e.g., transfers, job change, ad hoc reporting, etc.) in support of assigned client groups.

• Timely administration of HR tasks, ensuring data integrity and compliance with company policies and processes.

• Perform other duties as assigned

• Comply with all policies and standards

• The preceding functions have been provided as examples of the types of work performed by employees assigned to this job classification. Management reserves the right to add, modify, change or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job

Work Experience

• 5+ years progressive experience in human resources roles. required
• 3+ years experience providing HR consultation directly to senior leadership. required
• 1+ year experience providing strategic HR recommendations and innovative solutions for business and operational challenges. required

Education

• Bachelor Degree in Arts/Sciences (BA/BS) Human Resources Management Preferred

Licenses and Certifications

• HRM Certified Professional (SHRM-CP) - Society for Human Resource Management (SHRM) Preferred Upon Hire
• SHRM Senior Certified Professional (SHRM-SCP) - Society for Human Resource Management (SHRM) Preferred Upon Hire
• Professional in Human Resources (PHR) - HR Certification Institute (HRCI) Preferred Upon Hire
• Senior Professional in Human Resources (SPHR) - HR Certification Institute (HRCI) Preferred Upon Hire

Knowledge, Skills, Abilities

• Must be bilingual in English and Japanese with strong written and verbal communication skills in both languages. (Intermediate-Advanced)
• Working knowledge of core HR functional areas, including compensation, benefits, workforce planning, talent development, and performance management. (Developing-Intermediate)
• Working knowledge of federal, state, and multi-state employment law/regulations, and application for employee relations issues, including conducting investigations, assessing risks, and reaching recommendations. (Developing-Intermediate)
• Knowledgeable in HR principles and practice and the ability to apply that knowledge to exercise sound judgment in evaluation and decision making. (Intermediate-Advanced)
• Must adhere to highest degree of professionalism and strict confidentiality with highly sensitive information. (Advanced-Authority)
• Ability to provide high level of integrity/ trust and provide sound advice and guidance. (Intermediate-Advanced)
• Strong consultative and relationship-building skills to establish credibility and authority with leaders across the organization. (Intermediate-Advanced)
• Strong interpersonal skills, including the ability to collaborate, influence, negotiate, resolve conflicts, and effectively coach across all levels. (Intermediate-Advanced)
• Strong analytical and problem-solving skills. (Developing-Intermediate)
• Business acumen, with the ability to understand business objectives and connect people decisions to business outcomes (Developing-Intermediate)
• Must be an organized, result-oriented individual with the ability to prioritize and multi-task. (Developing-Intermediate)
• Outstanding verbal, listening and written communication skills. (Developing-Intermediate)
• Must be proficient in Microsoft Office (Word, Excel, and Power Point). (Intermediate-Advanced)
• Must be proficient with applicant tracking systems and HRIS. Experience with Workday is preferred. (Intermediate-Advanced)
• Ability to drive human resources strategies and programs. (Developing-Intermediate)

Physical Demands

• Stationary Position/Seated: Frequently
• Communicate/Talking: Frequently
• Communicate/Hearing: Frequently
• Repetitive Motions: Frequently
• Seeing/Observing: Frequently

Travel Requirements

• 20% Driving Domestic: Essential
• 20% Flying Domestic: Essential

Come work with us at our exciting new facility, in the growing city of Huntsville Alabama. Huntsville is in Madison County and is one of the best places to live in Alabama and the 11th best place to live in America. Huntsville offers a vibrant community with a mixture of high-tech ventures, cultural diversity, and is the #1 most affordable place to live in the U.S. in 2019 out of 125 most populous metro areas.

https://www.huntsvilleal.gov/

Pay Range

$87,000.00 - $126,225.00

Salary to be determined by education, experience, knowledge, skills and abilities of the applicant, internal equity, and alignment with market data.

Learn more about MNAO's comprehensive benefits package here