Business Partner, Human Resources - Bilingual Japanese

Huntsville (HSV) Human Resources Business Partner (HRBP)

The Huntsville (HSV) Human Resources Business Partner (HRBP) serves as a strategic business partner to various business unit groups by providing expert advice on HR-related matters, including employee relations, talent management, workforce planning and compliance with labor laws and company policies. Support and drive company and HR initiatives. HRBP works closely with HR and business unit leadership to provide strategic HR consultation to optimize people, structure, and culture, with the goal of achieving business results and fostering a positive work environment.

Acts as the primary HR contact for assigned business units in the areas of recruitment, employee relations, benefits, compensation, performance management and talent development. Operates effectively with senior leadership with guidance from HR management on approach, escalation and precedent-setting decisions. HRBP (HSV) will be assigned to primarily International Service Employee (ISE) led client group and must be bilingual in Japanese and English (written and verbal), with demonstrated ability to navigate cultural differences while maintaining HR consistency in local context.

Major Responsibilities

• (30%) Performance Management & Employee Relations
• Partner with leadership to consult on year-round performance management activities based on established company programs (i.e., goal setting, performance management process, etc.)
• Support divisional management in the areas of performance management, including coaching, training and development, and appropriate disciplinary actions in accordance with company policy and in alignment with HR management.
• Partner with employees and managers across the organization to support employee relation issues, coaching and conflict resolution.
• Conduct thorough and objective internal investigations related to employee relations issues, ensuring findings are well-documented and resolutions align with company policy, legal requirements, and best practices to maintain a fair and respectful workplace. Investigation approach and resolution will be determined in partnership with HR leadership and Legal.
• Lead employee separation activities in alignment with business, Legal, and HR management.
• Coach leaders on their effectiveness, feedback conversations, and development, building people-leadership capability across assigned business groups.

• (25%) Workforce Planning
• Work with division management to create and implement development and succession plans for their departments, ensuring alignment with a broader talent strategy.
• Provide HR guidance on workforce structure changes, including job description development, risk assessment, change management, communications, etc.
• Partner with business leadership and Talent Acquisition throughout the recruitment and onboarding process to ensure staffing needs are met.
• Serve as the primary HR advisor on base pay recommendations for assigned client groups, including new hire offers, promotions, transfers, and internal equity considerations. Consult with business leaders to understand talent and organizational needs, developing recommendations that align with established compensation programs, guidelines, and practices.
• Partner with leadership on organizational design and team effectiveness, helping leaders refine responsibilities, strengthen team structure, and clarify roles to support business needs.
• Support the adoption and implementation of organizational and structural changes, providing change management guidance.

• (25%) HR Consulting
• Develop and maintain a thorough understanding of the organization's current needs and future direction, ensuring business decisions account for people-implications (e.g., culture, retention, development, etc.) and minimize company risk.
• Participate in leadership and business client group meetings to understand business and operational challenges and provide relevant HR guidance, support and solutions as appropriate.
• Partner with divisional management to analyze data (e.g., employee turnover, employee satisfaction survey, exit interview feedback, etc.) and develop and implement effective plans for…