HR Manager

The HR Manager is responsible for leading and managing all human resources functions for Informa Markets Japan, ensuring alignment with both local business needs and global Informa HR strategies. This role serves as a strategic business partner to senior leadership while overseeing talent acquisition, employee relations, performance management, compensation and benefits, compliance, and organizational development initiatives to support business growth and employee engagement.

Key Responsibilities

Strategic HR Leadership

• HR Strategy Development: Develop and implement HR strategies that align with Informa Markets Japan's business objectives and global HR framework
• Business Partnership: Serve as a trusted advisor to senior leadership and business heads on organizational design, talent management, and people-related matters
• Workforce Planning: Lead workforce planning initiatives to ensure optimal organizational structure and resource allocation
• Change Management: Drive organizational change initiatives, restructuring, and transformation programs
• HR Metrics & Analytics: Analyze HR data and metrics to provide insights and recommendations for business decision-making
• Budget Management: Develop and manage HR department budget, ensuring cost-effective delivery of HR services
Talent Acquisition & Management

• Recruitment Strategy: Develop and execute recruitment strategies to attract top talent across all levels and functions
• Hiring Process: Oversee end-to-end recruitment process including job postings, candidate screening, interviews, and offer negotiations
• Employer Branding: Enhance employer brand and employee value proposition in the Japanese market
• Onboarding: Design and implement comprehensive onboarding programs to ensure successful integration of new hires
• Talent Pipeline: Build talent pipelines for critical roles and succession planning
• Agency Management: Manage relationships with recruitment agencies and external hiring partners
Performance Management & Development

• Performance Systems: Implement and manage performance management processes aligned with Informa's global framework
• Goal Setting: Facilitate objective setting, mid-year reviews, and annual performance evaluations
• Talent Development: Design and deliver learning and development programs to enhance employee capabilities
• Career Development: Implement career development frameworks and internal mobility programs
• Leadership Development: Create and execute leadership development initiatives for managers and high-potential employees
• Succession Planning: Develop succession plans for key positions and critical roles
Employee Relations & Engagement

• Employee Relations: Manage employee relations issues including grievances, disciplinary matters, and conflict resolution
• Engagement Initiatives: Design and implement employee engagement programs and initiatives
• Employee Surveys: Conduct regular employee engagement surveys and develop action plans based on feedback
• Internal Communications: Partner with communications team on HR-related internal communications
• Culture Building: Foster positive workplace culture aligned with Informa's values and behaviors
• Diversity & Inclusion: Champion diversity, equity, and inclusion initiatives within the organization
Compensation & Benefits

• Compensation Strategy: Develop and manage competitive compensation structures aligned with market benchmarks
• Salary Reviews: Lead annual salary review processes including budget allocation and merit increases
• Benefits Administration: Oversee employee benefits programs including health insurance, pension, and other statutory and voluntary benefits
• Job Evaluation: Conduct job evaluations and maintain internal equity in compensation
• Incentive Programs: Design and manage bonus and incentive programs
• Market Analysis: Conduct regular market surveys to ensure competitive positioning
HR Compliance & Administration

• Legal Compliance: Ensure full compliance with Japanese labor laws, regulations, and statutory requirements
• HR Policies: Develop, implement, and maintain HR policies and procedures in accordance with local laws and global standards
• Employment Contracts: Oversee preparation and management of employment contracts and related documentation
• Labor Relations: Manage relationships with labor authorities and handle labor-related inquiries
• HR Systems: Manage HRIS (Human Resources Information System) and ensure data accuracy and integrity
• Reporting: Prepare regular HR reports for local management and global HR team
• Audit & Risk Management: Conduct HR audits and implement risk mitigation strategies
Organizational Development

• Organization Design: Lead organizational design initiatives to optimize structure and effectiveness
• Change Leadership: Support business transformation through effective change management practices
• Culture Transformation: Drive cultural initiatives to enhance organizational effectiveness
• Employee Wellbeing: Implement health, safety, and wellbeing programs
• Exit Management: Manage employee exits including resignations, retirements, and restructuring with sensitivity and compliance
Global HR Collaboration

• Global Alignment: Ensure alignment with Informa's global HR policies, programs, and initiatives
• Regional Coordination: Collaborate with Asia-Pacific HR team and global HR centers of excellence
• Best Practice Sharing: Participate in global HR forums and share best practices
• Global Projects: Contribute to and implement global HR projects and initiatives
• Reporting: Provide regular updates to regional and global HR leadership

Function: Human Resources
Experience Level: Mid-Senior Level