Human Resource Business Partner

Human Resource Business Partner

The Human Resources Business Partner serves as a strategic partner to Business Unit and Regional leadership, providing HR advice and directing an HR agenda that closely supports Kuraray America's organizational goals and financial objectives. The role is responsible for specifying, developing, and managing the implementation of HR policies, frameworks, and programs within an assigned BU or region, operating within Kuraray's global and regional HR governance model.

Responsibilities include:

• Acting as an HR business partner to BU and Regional leadership, providing authoritative specialist advice to enable effective decision-making, policy implementation, and change initiatives.
• Developing and directing an HR agenda aligned with business strategy, workforce priorities, and organizational objectives.
• Managing partnering relationships with internal clients, building high levels of professional credibility, trust, and influence.
• Taking responsibility for specifying underlying procedures, monitoring implementation, and ensuring compliance with internal governance and external regulatory requirements.
• Interpreting and applying HR policies consistently across the BU or region, escalating only the most complex or enterprise-wide issues as appropriate.
• Developing key strategic insights using internal and external data to inform workforce planning and organizational design.
• Analyzing complex resourcing scenarios to support the development and execution of strategic workforce plans at the BU or regional level.
• Advising leadership on organizational structure, staffing levels, and capability needs based on business and market trends.
• Identifying requirements for HR frameworks and tools covering talent acquisition and onboarding, performance management and development, career and succession planning, compensation and benefits, diversity, equity, and inclusion.
• Specifying framework design and managing development and implementation, ensuring alignment with HR standards, integration across HR processes, and compliance with legal requirements.
• Enabling the attraction, development, and retention of talent at a sustainable cost.
• Investigating and proposing solutions for very complex and/or contentious employee relations cases in partnership with line management.
• Coordinating the organization's response to employment-related legal matters, including contributing to legal submissions and ensuring accurate, timely case management.
• Serving as a subject matter expert on employment law, employee relations, and HR best practices across the U.S. and applicable international contexts.
• Investigating complex hypotheses using a broad range of HR and business data to diagnose underlying causes of organizational issues.
• Identifying trends and opportunities to enhance employee engagement, retention, and business performance.
• Providing data-driven insights and recommendations to BU and Regional leadership.
• Managing projects or substantial work streams within HR transformation and change initiatives.
• Applying structured change management methodologies to build acceptance, embed desired behaviors, and support cultural evolution.
• Promoting consistent, high-impact HR practices across the organization.
• Specifying, developing, and testing HR data collection procedures and tools within the area of responsibility to ensure data quality, governance, and regulatory compliance.
• Supporting continuous improvement in HR reporting, analytics, and decision support.
• Acting as a subject matter expert in HR policy, employment regulation, and HR operating practices.
• Maintaining up-to-date knowledge of emerging regulation, technology, and industry best practices through continuous professional development.
• Contributing to the development of HR capability and effectiveness across the broader HR organization.

Minimum qualifications include:

• Bachelor's degree or higher in Human Resources, Business, or related field.
• Minimum of 10 years of exempt-level HR experience.
• Broad HR expertise including compensation, employee relations, performance management, and organizational design.
• Labor relations experience preferred
• DDI certification preferred
• Comprehensive knowledge of U.S. labor law and general understanding of international employment law.
• Strong business acumen, including ability to interpret financial reports such as income statements and balance sheets.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience with HR integration, transformation, and strategic initiatives.
• Strong investigative skills and ability to manage complex employee relations cases.
• Proficiency in coaching, facilitation, and change management expertise.
• Proficiency in project management and balancing multiple priorities.
• Experience with global compensation/benefits program development
• Outstanding verbal and written communication, presentation, interpersonal, creative thinking, consulting, and analytical skills.
• Ability to prioritize work to manage multiple projects to meet deadlines.
• Excellent…