- Improve People Experience Journey
• Streamline and Digitize Onboarding/Offboarding: Simplify and digitize the onboarding and offboarding processes to create a smooth experience for new hires and departing employees. Ensure new employees are well-supported from day one, and offboarding is handled efficiently.
• New Joiner Induction Program: Create and improve a clear induction program for new employees, helping them understand Shiseido’s culture, values, and expectations. Ensure new hires have the tools and support they need to succeed.
• 3-Month Probation Review: Manage the 3-month probation review process, ensuring employees receive timely feedback and support from their managers. Ensure employees feel welcomed and are on track for success during their probation period.
• Mentoring System: Strengthen the mentoring program to provide new employees with guidance from experienced team members. Ensure they have the support needed to settle into their roles and grow within the company.

- Talent Management & Development
• Improve the performance review process to make sure it is aligned with company goals and helps employees develop. Support managers in giving regular, constructive feedback to help employees succeed.
• Lead talent review and succession planning cycles to ensure that leadership pipelines are strong and aligned with the business strategy.
• Partner with leadership and L&D team to develop and implement talent development initiatives to build employee skills and capabilities to grow in their roles and

- Organization Review and Workforce management
• Provides guidance and input on business unit restructures and workforce planning
• Review manpower allocation and headcount review (perm vs. contractor vs. temporary)
Employee Relations
• Serve as a trusted advisor to business leaders on employee relations matters, including conflict resolution and policy enforcement.
• Manage employee engagement initiatives and drive actions to improve overall workforce satisfaction.
• Ensure compliance with labor laws and company policies, and provide guidance on complex employee issues.

- Promotion & Recognition
• Lead promotion cycles, including working with leadership teams to identify top talent for promotion and ensure fair and transparent decision-making.
• Work with C&B team to review employee rewards and compensation policies, including salary increments and bonuses, to ensure competitiveness and fairness.

- HR Projects & Ad-Hoc Support
• Lead HR projects and initiatives, including the implementation of new HR systems (HRIS), employee surveys, and organizational redesigns.
• Provide strategic insights and data-driven recommendations to senior leadership on workforce planning, headcount management, and organizational structure.

- Leadership & Strategy
• Act as a strategic partner to business leaders, advising on people-related issues and aligning HR practices with business objectives.
• Mentor and coach junior HR team members, fostering a collaborative and high-performance HR function.