HRビジネスパートナー/HR Business Partner

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This position reports to:

HR Business Partner

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Position Summary

We are seeking a business-oriented, and intellectually curious HR Business Partner (HRBP) to support business leaders, managers, and employees in driving organizational performance and workforce effectiveness.

This role is designed for an HR professional who is equally comfortable discussing business strategy, workforce trends, organizational challenges, and quantitative analysis. The successful candidate will leverage data, workforce insights, and business acumen to influence decisions and drive measurable outcomes rather than relying solely on conventional HR practices or subjective observations.

The ideal candidate is a critical thinker who challenges assumptions, asks insightful questions, and uses evidence-based approaches to solve organizational problems. This person must be capable of translating workforce data into actionable business recommendations and partnering effectively with leaders in a highly technical, engineering-driven environment.

While the role encompasses core HRBP responsibilities, a significant differentiator is the ability to connect people strategies to business results through analytics, workforce intelligence, and fact-based decision-making.

This position reports to the Senior HR Business Partner, supports the Electrification Business Area and the Motion Business Area, and is based in Tokyo, Japan.

• Key Responsibilities
• 1. Strategic HRBP / Leadership & Employee Partnership (35%)

Strategic Business Partnership

• •Serve as a trusted partner to leaders, managers, and employees across assigned business units.
• •Partner with business leaders to align workforce strategies with business objectives and operational priorities.
• •Provide objective, evidence-based recommendations regarding talent, organization, workforce, and leadership decisions.
• •Challenge assumptions and facilitate fact-based discussions that improve organizational performance.
• •Support leaders in making informed decisions through workforce insights, business analytics, and organizational diagnostics.
• •Translate business strategies into practical people plans and organizational actions.

Organizational Consultation

• •Analyze organizational challenges and recommend solutions that improve effectiveness, productivity, and execution.
• •Advise leaders on team structure, role clarity, capability building, and workforce optimization.
• •Balance employee needs with business priorities while maintaining a strong commercial mindset.
• •Act as the primary HR partner for assigned client groups.

2. People Analytics & Workforce Planning (25%)

Workforce Analytics

Analyze workforce data and trends including:

• •Headcount and workforce composition
• •Attrition and retention
• •Employee engagement
• •Internal mobility
• •Performance outcomes
• •Leadership pipeline strength
• •Succession readiness
• •Diversity and inclusion metrics
• •Skills and capability gaps
• •Workforce productivity indicators
• •Compensation trend analysis

Data-Driven Insights

• •Transform complex workforce data into actionable business recommendations.
• •Conduct root-cause analyses to identify drivers of organizational issues.
• •Develop dashboards, scorecards, and executive reports.
• •Identify trends, risks, and opportunities impacting workforce performance.
• •Build data-based narratives that support business decision-making.
• •Establish meaningful workforce metrics that enable accountability and performance improvement.

Strategic Workforce Planning

• •Lead workforce forecasting and capability planning activities.
• •Identify future talent requirements aligned with business strategy.
• •Conduct quantitative workforce analyses to support investment and resource decisions.
• •Evaluate workforce risks and recommend mitigation strategies.

3. Talent Management & Succession (20%)

Talent Strategy

• •Partner with leaders to conduct talent reviews and succession planning.
• •Identify critical talent risks and development opportunities.
• •Support leadership pipeline development and succession readiness.
• •Drive actions that strengthen organizational capability.

Performance & Development

• •Support performance management and talent calibration processes.
• •Coach managers on objective performance assessment and development planning.
• •Use data and talent insights to identify development priorities.
• •Promote internal mobility and career growth opportunities.

4. Organizational Effectiveness & Change (10%)

Organizational Effectiveness

• •Evaluate organizational structures, accountabilities, and operating models.
• •Recommend improvements that increase organizational agility and business performance.
• •Support redesign and transformation initiatives using data-driven assessments.

Change Management

• •Partner with leaders to execute organizational changes effectively.
• •Assess organizational readiness and change adoption.
• •Track outcomes and measure change effectiveness.
• •Use workforce data and employee feedback to refine implementation strategies.

5. Employee Relations & Compliance (10%)

Employee Relations

• •Advise managers and employees on workplace issues and employee relations matters.
• •Support the resolution of complex employee issues through objective assessment and sound judgment.
• •Promote a positive, respectful, and high-performing workplace culture.

Compliance & Governance

• •Ensure compliance with employment laws, company policies, and internal governance requirements.
• •Maintain confidentiality and integrity of workforce data.
• •Support investigations, audits, and compliance activities as required.

Required Qualifications

Education

Bachelor's degree in Human Resources, Engineering, Statistics, Economics, Organizational Psychology, Data Science, Analytics, or a related discipline.

Language

JLPT N1 Level in Japanese

Business Level in English

Experience

Required

• Minimum 7 years of HR Business Partner, People Analytics, Workforce Planning, Organizational Development, or related experience.
• Demonstrated experience influencing decisions through workforce analytics and business insights.
• Strong track record partnering with business leaders in complex organizations.
• Experience using quantitative analysis to solve business and workforce challenges.
• Proven ability to connect people initiatives to measurable business outcomes.

Strongly Preferred

• Experience supporting engineering, industrial, technology, manufacturing, automation, or other technical workforces.
• Experience working within multinational matrix organizations.
• Experience building executive dashboards and workforce intelligence frameworks.
• Experience using Workday and modern HR analytics tools.

Behavioral Competencies

Consulting & Influence

• Able to engage credibly with technical experts, engineers, and senior leaders.
• Influences through logic, insight, and business rationale rather than hierarchy.
• Comfortable challenging conventional thinking when supported by evidence.
• Strategic Thinking

• Anticipates future workforce challenges and opportunities.
• Uses data and business context to shape practical solutions.
• Collaboration

• Builds effective partnerships across business functions, HR teams, Finance, and Operations.
• Balances objectivity with empathy and professionalism.
• Analytical Rigor

• Naturally skeptical and evidence-driven.
• Challenges assumptions and tests hypotheses using data.
• Uses facts and analysis to drive decisions and recommendations.
• Comfortable working with ambiguity and incomplete information.
• Business Acumen

• Understands how business performance, productivity, capability, and talent are interconnected.
• Connects workforce insights to operational and financial outcomes.

More About Us

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