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株式会社コンセイユ ホーム > 求人情報 > その他 > HR Business Partner for Automotive Division

HR Business Partner for Automotive Division

No.10283
勤務地 神奈川県川崎市(溝の口駅)
会社の特徴 世界最大級の総合電子部品メーカーである当社の「強み」は、年間売り上げの約31%を新製品がしめる技術開発力です。全世界に7,500名の技術者が年間7億ドルをかけて、新技術の開発に取り組んでいます(単純計算すると開発費用は1人当たり年間93,000ドル)。入社3年目にして開発費用4億円のプロジェクトを任される若手社員もいます。この圧倒的な開発力は、他社の追随をよせつけず、常に業界のスタンダードとなる製品を世に送り出しています。現在50万種類に及ぶ製品数と18,000件を越す特許件数は、正に独創的な技術を持った安定企業の証。
仕事内容 HR Business Partner (HRBP) is responsible for delivering HR services aligned tobusiness needs and have front-line accountability for the life-cycle of the employeerelationship. HRBPs partner with the line and are viewed as an influential member ofhis/her account's leadership team. They take a lead role in utilizing HR expertise toaddress business needs and understand the business impact of delivering results whileupholding the company core values of integrity, accountability, teamwork, andinnovation.1. HRBP has front-line accountability for all aspects of talent management to ensurealignment with TE's strategy, business objectives and values, including but notlimited to:Works with line managers and Operational Finance to develop and maintainstaffing forecast, and build strategic workforce plans to deliver business objectivesPartners with Staffing department to develop recruitment strategy for openpositions, including defining job position needs and critical competencies taking intoaccount the bench strength within the function or organization and near-to mid-termDivisional talent needs.Effectively implements compensation and reward programs to developemployees' understanding, utilization and compliance, in the process providing theright levels of motivation for performance and ensure employee retention.Manages annual compensation planning and performance management toensure consistent implementation throughout the organization and aligned withcorporate compensation objectives.Collaborates with line managers to educate and facilitate the performancemanagement process and alignment with divisional / functional priorities and goals,to drive a strong culture of performance at TEManages performance management cycle within BU, including goal-setting, midyearand annual reviewsPartners with line managers to identify gaps in succession plans and talent poolsand to develop and implement strategies and plans to address gaps.Drives robust talent review process at appropriate levels, identify gaps anddevelop plans to build the internal bench of talent.Builds manager and leader capability to groom future leaders of TEIdentifies learning and development needs within BU and collaborates with OLDto deliver effective, results-oriented solutions.Provides "real-time" leadership coaching to top talent and business leaders asneeded.2. Through effective business problem solving provides value-added expertise to the linemanagers to educate, resolve conflicts, provide guidance, identify alternatives andensure compliance with legal and company policy.3. Applies organizational development solutions to drive organizational effectiveness.Works with BU management to coach and drive organizational development activities toassure achievement of OD related business objectives. Able to see the big picture andhow all the pieces fit together. Uses strategic thinking and is able to execute HR planstied to BU strategy.4. Identifies organizational issues/misalignments that are affecting business operationsand results. Partner with line managers to mitigate these issues, including moving,hiring, right-sizing and/or developing talent to address business needs. Critical toidentifying and exploiting opportunities to drive collaboration across organizationalmatrix.5. Effectively participates as an integral team member of the TE Human Resources group.Participate in and/or lead global HR projects and initiatives (i.e., process improvement,policy/procedure development, etc.). Demonstrates ability to work remotely (remotefrom leadership/team/accounts) and leverage all vehicles for communication.6. Has primary responsibility employee relations practice, discipline and termination,investigation and resolution of employee complaints as well as responsibility foremployment law and legal compliance.7. Builds partnerships with CoEs and Shared Services within HR to ensure prompt andeffective delivery of HR services. Identify strategic HR program/policy needs orconcerns of the business and elevate to appropriate CoE for consideration andcoordinated delivery of HR programs and processes. Through thorough understanding ofhis/her accounts' business issues and strategies, ensures that CoEs and Shared Servicesare informed at right level to mobilize resources and programs.8. Partner business leaders to determine and implement appropriate strategies and planto drive Inclusion and Diversity (I&D) agenda in alignment with TE's I&D priorities9. Acts as a role model for TE values and HR behavioral expectations. Proactively andmeaningfully contributes to a positive work environment. As a business collaborator,partners with the line and is seen as a team member and team player. Demonstratesunderstanding of the business. Takes a lead role in applying HR expertise to addressbusiness needs and understands business impact of delivering results while acting as arole model for collaboration. Additional Requirements: May manage/lead teams of otherHR professionals and site(s). May be required to lead /partner in employee, unionnegotiations, employee consultation processes.Educational/Experience Requirements:1. 5-8 years demonstrating progressive HR generalist responsibilities including generalbusiness fundamentals to make informed decisions and business savvy/acumen2. HR technical and functional fundamentals including but not limited to measuringimpact, negotiating, project planning, management, and leadership. Implementationof global projects, facilitating, coaching, mentoring, leading change, competency-basedinterviewing and evaluating talent are also essential.3. Bachelor's required, Master's preferred in Business Management, Human Resources,Organizational Development, Organizational Behavior or Industrial Education.4. Demonstrated skill at workforce planning.5. Exposure to working in multi-cultural teams. Easily relates with a broad, culturallydiverse team of people and works well on teams.6. Skilled in selection and interviewing techniques. Ability to staff the organization withhighly skilled and fully functioning team members collectively capable of achievingcurrent and future goals.7. Adept at conflict management/resolution and can act as a liaison betweenmanagement and employees utilizing effective employee relations skills.8. Interacts easily at all levels within the organization (organizationally agile) and workscross-functionally. Reads the pulse of an organization is comfortable and effective in amatrix organization and can work within and across functions. Has a large capacity formultiple projects/assignments and can multi task. Sees opportunities and constraintsand is proactive in addressing them. Thinks and acts innovatively. Communicates apoint of view clearly, on an individual and group level as well as listens actively. Strongwritten and verbal communication skills necessary.9. Working knowledge of compensation techniques/systems as well as local benefit andlegal requirements. Thinks analytically by taking a methodical, systematic, reasonedapproach to problem solving. Balances informed intuition with quantitative data inmaking decisions.
対象となる方
推定年収 課長級の場合:800万‐1100万円程度部長級の場合:1000万‐1300万円程度
備考 待遇・福利厚生】
昇給年1回、賞与年2回、食事手当、社保完、交通費支給、退職金制度、財形貯蓄制度、慶弔見舞金、宿泊施設利用補助金、保養所、奨学金、社員食堂
【休日・休暇】
完全週休2日制(土・日)、祝日、夏季・年末年始休暇、有給休暇、傷病休暇、年間休日131日(2012年度実績)、慶弔休暇、誕生日休暇、リフレッシュ休暇、ゆとり休暇、産前・産後休暇、育児休業、介護休業

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