Original listing text, shown exactly as published by the company.
Key Responsibilities
1. People Development (L&D) Strategy & Direction
- Develop mid- to long-term People Development strategies aligned with business and talent strategies
- Define the capabilities and skills required for sustainable business growth
- Contribute to talent portfolio design with development as a core assumption
2. Collaboration with Leadership & HR
- Visualize, track and report development progress and organizational challenges to leadership & HRBPs
- Design development initiatives aligned with job grades, performance, and compensation frameworks
- Build an integrated talent strategy in collaboration with Talent Acquisition (“hire and grow”)
3. Design & Execution of Development Programs
- Update and continuously improve onboarding programs for new hires and mid-career employees
- Plan and operate management and leadership development initiatives
- Design development programs for professional roles (engineering, business, corporate functions), support deployment and progress monitoring
- Support early ramp-up and learning for employees transitioning from other industries
4. Learning Infrastructure & Development Frameworks
- Build learning architectures and development roadmaps
- Design non-training initiatives such as OJT, 1-on-1s, mentoring, and internal communities
- Select and leverage LMS platforms and external learning resources
5. Organization Performance
- Baseline and improve employee engagement through annual survey. Provide survey analysis, reporting and response & improvement actions
- Support and enable managers to drive performance through engagement, feedback, dialogue and support for their team members
- Collaborate with HRBPs and managers to enhance performance management, including liaising with legal and other advisors to provide compliance advice on employee relations & policy matters
主な業務内容
1. People Development（L&D）戦略・方針の策定
- 経営戦略・事業戦略・人材戦略に基づくPeople Developmentの中長期方針策定
事業成長に必要なケイパビリティ・スキルの定義 •
育成を前提とした人材ポートフォリオ設計への参画
2. 経営・人事との連携
- 経営陣への育成状況および組織課題の可視化、提言
- 等級・評価・報酬制度と連動した育成施策の設計
- 採用（TA）と連携した「採って・育てる」一貫した人材戦略の構築
3. 人材育成プログラムの設計・実行
- 新入社員／中途社員向けオンボーディングプログラムの設計・改善
- マネジメント・リーダーシップ開発施策の企画・運営
- 専門職（エンジニア／ビジネス／コーポレート）向け育成施策の設計
- 異業界出身者が早期に活躍するための学習・立ち上がり支援設計
4. 学習基盤・育成の仕組みづくり
- 学習体系・育成ロードマップの構築
- OJT、1on1、メンタリング、コミュニティ等の非研修施策の設計
- LMSや外部学習コンテンツの選定・活用
5. 組織業績
- 年次サーベイによる従業員エンゲージメントの結果・改善施策の実行。 サーベイ分析、レポーティング、フィードバックおよび改善アクションの策定
- マネージャーによるエンゲージメント向上、フィードバック、対話、チーム支援の促進
- マネージャーやHRBPとの連携によるパフォーマンスマネジメントの強化。 労務、ポリシー、コンプライアンス関連のアドバイス。また法務・外部アドバイザーと連携。
Required Qualifications (Must have)
- 5+ years of experience in Learning & Development, people development, or related areas in an in-house environment
- Experience designing and executing development initiatives from scratch
- Strong stakeholder management skills bridging leadership, business, and frontline teams
- Ability to translate abstract business challenges into concrete development and organizational initiatives
- Sufficient Japanese to run a training session for employees in Japanese, sufficient English to collaborate with global colleagues
必須要件（Must）
- 事業会社におけるLearning & Development、人材育成、またはそれに準ずる領域での経験（目安：5年以上）
- 人材育成施策をゼロから設計・実行した経験
- 経営・事業・現場をつなぐステークホルダーマネジメント能力
- 抽象的な経営課題を育成・組織施策に落とし込む思考力
- 日本語で社員向け研修を実施できるレベルの日本語力、グローバル同僚と協働できるレベルの英語力
Preferred Qualifications (Nice to Have)
- Experience as an L&D Lead or People Development Lead
- Experience in global or multicultural organizations
- Experience designing development programs for engineers or highly specialized professionals
- Experience in high-growth or new business environments
- Strong knowledge of Japanese labor laws, internal policies, and regulations and experience working with labor law specialists (sharoushi), industrial doctors and/or employment lawyers
歓迎要件（Nice to Have）
- L&D責任者、People Development責任者としての経験
- グローバル・多国籍組織における育成／組織開発経験
- エンジニア・高度専門職向け育成施策の設計経験
- 急成長・新規事業フェーズでの人材・組織づくり経験
- 労働法や社内規程・規則等に関する深い理解・知識
Ideal Candidate Profile
- Views people development as a means of driving business growth, not just training
- Comfortable designing systems in environments with limited precedents
- Able to consider individual growth and organizational health simultaneously
- Willing to engage persistently with both leadership and frontline teams through dialogue
求める人物像
- 人材育成を「研修」ではなく「事業成長の手段」として捉えられる方
- 正解のない環境においても、自ら考え、仕組みをつくれる方…
