Talent Adviser (#1248)

Serve as the strategic and operational HR leader for the site/region, owning the delivery of end-to-end employee lifecycle processes, fostering a high-performance culture, ensuring compliance with legal and policy frameworks, and driving employee engagement and experience. Ensure consistent and compliant execution of HR processes in the region.

Key Objectives of this Role:

Employee Engagement, Inquiry Management & Self-Service Support

• Respond to HR-related queries (policies, benefits, payroll, general lifecycle topics) via ticketing and case management systems.

• Consult / Transfer unresolved or complex issues to Sr. Talent Advisors with complete documentation

• Track and close service tickets using HR tools, ensuring timely and accurate resolution.

• Maintain and continuously improve the HR knowledge base (FAQs, SOPs, policy docs, how-to guides).

• Promote and educate employees on the use of self-service tools (e.g., Panorama)

HR Transactions & Administration

• Process onboarding, offboarding, and employee lifecycle documentation; update all employee records and HRIS (e.g., changes in personal info).

• Manage exit tasks: offboarding documentation, checklists, system deactivation, and final settlements.

• Generate and validate employment-related documents (e.g., verification letters for visa, loan, employment proof).

• Maintain and organize employee files (physical and digital) for easy retrieval, confidentiality, and compliance.

• Digitize and archive physical documents as required.

Payroll, Time & Attendance, Benefits and Claims Support

• Own T&E process alongside end-end payroll process right from input preparation, verification of data, working with payroll vendor on processing to actual disbursement

• Should have good understanding of local laws (both employment and statutory)

• Manage year end payroll closure, regular statutory submissions & year end tax statements

• Guide employees through benefits enrolment and address queries about benefits, health, and retirement options.

• Support insurance claim processing, expense reimbursements, and coordinate with external benefits providers.

• Administer employee benefit programs end-to-end.

Compliance & Audit Support

• Manage relationships and ensure compliance with local Worker Councils (where applicable, e.g., in EU regions).

• Facilitate and support external audits (e.g., Compliance Officer visits, IATF audits).

• Maintain accurate and up-to-date local HR documentation and regulatory permits.

• Local Documentation & Compliance: Ensure all local HR documentation, permits, and regulatory requirements are meticulously managed and up-to-date.

Process Optimization & Service Improvement

• Identify, recommend, and implement opportunities for process automation and standardization.

• Suggest, test, and document new approaches to enhance service delivery and employee experience.

• Adopt and promote HR best practices for continuous improvement.

Vendor Management

• Manage relationships with HR service vendors including contract negotiation and service agreements and performance monitoring.

• Create and issue RFQs, track service delivery, monitor invoices, and manage follow-ups.

Operational Oversight & Advisory (Country/Site Focus):

• Cross-functional Liaison

• Act as the HR point of contact for regional business leaders, for site-specific people matters in collaboration with Facilities, Operations, and other teams.

• Support people-related aspects of site emergencies, disaster response, and M&A integration.

Key Year One Deliverables:

• Streamline inquiry handling to achieve >90% first-contact resolution rate.

• Standardize onboarding and offboarding processes across regions/sites.

• Develop and launch an updated knowledge base with top FAQs and guides.

• Achieve 95%+ data accuracy rate in HRIS through audit and cleanup initiatives.

• 100% adoption of self-service HR tools

• Complete digitalization of 100% of legacy physical employee files.

Qualification, Experience and Skills:

• Bachelor’s degree in human resources, Business Administration, or related field

• 8 years of relevant experience preferably in regional or global environment.

• High levels of business acumen and insight (including knowledge of various strategic, financial, and operational business models).

• Demonstrated experience in employee engagement, ER case management, and performance management

• Strong Communication skills (English & Japanese), conflict resolution, and stakeholder management skills

• Proficiency in HRIS tools and HR dashboards

• Working experience HR Analytics and high proficiency on MS Excel / MS PPT / MS Word is a must.

• Deep understanding of managing Japan payroll independently is critical alongside local employment laws and statutory and regulatory requirements.