エージェント取り扱い求人

労務・人事制度設計 ☆管理職候補☆

募集中
  • 勤務地
    東京都
  • 職種
    人事/労務/教育
  • 業種
    CSO

募集要項

業務内容 《募集概要》
仕事についての詳細

好業績による社員数増加と共に人事関連制度の改訂、法改正対応、労務対応等も増加しているため、即戦力の管理職候補を補充して、組織力強化を行います。

☆早期のキャリアアップを目指す意欲の高い方を求めております‼

サブマネージャー(次の役職は管理職となります)としてのご入社を想定しています。


《業務内容》
勤怠管理など実際の人事部のオペレーションにも関わりながら業務理解を深めていただき、管理職候補としてメンバーマネジメント、将来的には人事関連制度の改定、法改正対応、労務対応等の様々な業務に携わっていただきます。

新しく『タレントマネジメントシステム』を導入予定で、健康経営にも今後力を入れていく方針です。

新システムの導入や新たな取り組み、業務効率化など人事部として様々なプロジェクトに取り組んでおり、プロジェクトリーダーとして企画提案から実行いただく機会も多くございます。

弊社では、採用部門や教育部門は専門の部署があり、給与社保業務の一部をシェアード会社(同会社)に委託しているので、人事部では「人事労務・制度の整備」に特化した業務経験を積むことが可能です。

現在1,400名以上の従業員が在籍しており、従業員の雇用形態や勤務形態も多岐に渡っています。イレギュラーや問題に対しても、画一的な対応を行うだけではなく、情報を正確に把握して臨機応変な判断が求められる事も多くございます。

人事パーソンとして深い経験やスキルを身につけることができる環境が整っています。
雇用形態 正社員
応募資格 《必要な経験及び求める要件》
◆必須要件
・人事労務関連の知識および事業会社での人事労務の実務経験
・部下を持った経験(部下の人数は問わず)
・大卒以上

◆歓迎要件
・システムや制度の新規導入・改定の推進や、何らかのプロジェクトリーダーとしての経験
・500名以上の事業会社での人事制度企画、立案、労務トラブル対応の経験がある方
英語力 問わない
年収 420万 〜 650万円
給与詳細 年収 5,000,000 円 - 6,500,000円

※年俸以外に決算賞与が年1回支給あり(業績による)

賃金形態:年俸制
年俸の1/12を毎月支給(当月末締め、当月25日払い)

月30時間相当の固定残業代として
月80,700円(年俸500万円)~ 月103,200円(年俸650万円)
を給与に含み支給

ご経験豊富な方で管理職として入社の場合は、
時間外勤務手当・休日勤務手当の適用外
勤務地 東京都
備考

企業情報

匿名

関連する求人

エージェント取り扱い求人
人事(労務・給与社保)★東京

■労務担当業務 ※子会社(派遣事業)における人事部業務も兼務  ・協定書対応  ・勤怠管理、賃金計算及び支給  ・年末調整  ・社会保険にかかる手続き  ・安全衛生(衛生委員会の運営含む)  ・休業、休職者とのやりとり  ・人事、労務に関連するシステム運用  ・福利厚生制度の運営   上記の労務関連の業務を中心に担当していただきます。 (参考情報) ■部内の体制  ・人事部人数:8名  ・構成   労務ライン:部長(社長)-グループマネージャー(GM)-アシスタントマネージャー(AM)-メンバー(2名)-派遣社員(1名)   採用ライン:部長(社長)-グループマネージャー(GM)--メンバー(1名)-契約社員(1名)  ※本求人のレポートラインは労務ラインのAMとなります。

  • 400万〜500万
  • 東京都
  • CRO

募集中

エージェント取り扱い求人
HR Partner, Global Corporate Functions

OBJECTIVES: Deliver specialized HR support to Corporate Function leaders and employees within an assigned location or functional area Work alongside HR Business Leaders (HRBLs), embedded Talent Leads, People Advisory Group (PAG), Centers of Excellence and Innovation (COEIs), and Function/Business Leaders to contextualize, deploy and embed the Function’s respective “People” agenda in the areas of organization capabilities & effectiveness, engagement & belonging, lifelong learning, talent management & development, talent acquisition and people analytics & insights Steward of delivering an exceptional people experience. Partner with Managers and employees to enable team and individual effectiveness. Manage escalated situations and establish feedback loops. Seamless implementation of cyclical HR processes ACCOUNTABILITIES: Deliver an exceptional people experience within Corporate Functions, so everyone can fulfil their potential and enable Takeda’s mission Contextualize, deploy and embed respective Corporate Function “People” agendas, in the areas of organization capabilities & effectiveness, engagement & belonging, lifelong learning, talent management & development, talent acquisition and people analytics & insights Active role in ensuring assigned leader, team and/or functional areas’ effectiveness. Facilitate assimilation of new leaders. Coach and support individual and team development. Identify needs, develop and deploy solutions. Elevate the group’s performance Deploy and embed talent management and learning programs (e.g. intern, early career rotation programs, talent reviews) in partnership with Corporate Function Talent Management lead and HRBLs Consultation on performance management and development planning efforts which cover all employees within assigned group Deploy and embed local Talent Acquisition plans. Partner with Corporate Function TA leads to provide HR support in areas of local brand management, process awareness, interviewing/selection and metrics/KPIs Work alongside Corporate Function Compensation COEI Lead to manage Total Rewards processes for assigned group, including job descriptions, levelling, Deliver an exceptional people experience within Corporate Functions, so everyone can fulfil their potential and enable Takeda’s mission Contextualize, deploy and embed respective Corporate Function “People” agendas, in the areas of organization capabilities & effectiveness, engagement & belonging, lifelong learning, talent management & development, talent acquisition and people analytics & insights Active role in ensuring assigned leader, team and/or functional areas’ effectiveness. Facilitate assimilation of new leaders. Coach and support individual and team development. Identify needs, develop and deploy solutions. Elevate the group’s performance Deploy and embed talent management and learning programs (e.g. intern, early career rotation programs, talent reviews) in partnership with Corporate Function Talent Management lead and HRBLs Consultation on performance management and development planning efforts which cover all employees within assigned group Deploy and embed local Talent Acquisition plans. Partner with Corporate Function TA leads to provide HR support in areas of local brand management, process awareness, interviewing/selection and metrics/KPIs Work alongside Corporate Function Compensation COEI Lead to manage Total Rewards processes for assigned group, including job descriptions, levelling, offers, mobility, annual performance & reward calibration. Ensure Total Rewards are locally competitive and aligned with local / regional needs In partnership with Regional PAG Employee Relations (ER) specialists (where country PAG exists), support employees and managers on ER matters. This includes conflict resolution, individual performance plans, investigations and general counselling. Mitigate risk for company, ensure objectivity, consistency, sound judgment and compliance Implement restructuring and reorganization plans with keen eye toward project management, change management and local nuances within assigned group Steward of the employee experience. Handle queries escalated from Takeda People Solutions. Ensure effective feedback loops between employees, leaders, Takeda People Solutions, People Advisory Group (PAG) and COEIs. Translate engagement survey feedback into insights and action plans. Develop and deploy employee engagement and communication plans for assigned groups. Manage cyclical global talent management processes such as succession/talent planning, performance management and compensation Deliver high quality people insights that matter locally e.g. stay/exit interviews, turnover, hiring trends, employee relation patterns. Recommend innovative solutions and proactively course correct as required Establish forward looking workforce plan for assigned group including hiring, succession and talent pipeline for pivotal roles Engage in collaborative relationships with HRBLs, other HR Partners (HPs), Takeda People Solutions, PAG, COEIs and other Functions such as Ethics & Compliance, Finance, Legal, IT, or Security to develop HR processes, initiatives and solutions that make a positive impact when deployed and embedded within the Corporate Functions As part of the Global Corporate Function HR Team, help shape our overall direction and continuously raise the bar on value/impact we deliver. Identify patterns and root cause solutions that are best for the Function and enterprise Participate in Global HR projects as required. Apply knowledge of how Corporate Functions work to co-create new ways of working that deliver results

  • 500万〜800万
  • 東京都
  • 医薬品メーカー(先発医薬品)

募集中

エージェント取り扱い求人
研修企画運営担当者

<業務内容> 社内外の関係者と連携して、研修の企画・管理を対応頂きます。 (所属は経営管理本部の教育グループです。) 具体的には以下について対応して頂きます。 ・研修内容の企画・立案・サポート  ….各部門の教育ニーズをヒアリングし、必要な研修について企画・立案する。    社内外の調整も行い、実施までサポートする。研修当日のファシリテートも対応する。 ・社内研修の企画運営・調整(研修実施企業との調整含む)  ….新入社員研修、フォローアップ研修(2~5年次社員向け)、管理職向け研修、継続研修(全社向け)、   スキルアップ研修(全社向け:特定のソフトスキルに関するベースアップ)など ・外部講師との調整  ….講師(主に医師)とのコミュニケーション全般を対応する。  ※主に日程調整、資料の内容すり合わせ、招待状、兼業依頼状や謝礼対応等を想定。 ・研修記録の管理  …社員の研修記録、年間研修時間を管理する。 ・研修の周知  ….研修対象者に向けて、アナウンスやリマインドを行う。 ・研修講師  …ソフトスキルについての研修など、自身も研修の講師を担当する。 <ポジションの魅力> ・会社の成長に貢献できます。 ・裁量を持って働けます。 ・自分で研修をマネージできます。 ・マネジャー層の広い視野に触れることができます。 ・自分のアイディアが活かせます。 ・様々な職種の人と関わって仕事を進められます。 <キャリアステップ> ・教育グループのマネジメント  .…管理職として、教育グループのマネジメントを経験できます。 ・全社的な活動のマネジメント  .…業務プロセス改善の一環で採用やその他部門とも関わり、活動をマネジメントする経験ができます。

  • 450万〜600万
  • 大阪府,東京都
  • CRO

募集中

エージェント取り扱い求人
HR Business Leader, Global Corporate Affairs (GCA) and Corporate Strategy (CS)

OBJECTIVES: Sets a forward looking “People” agenda for the Global Corporate Affairs (GCA) and Corporate Strategy (CS) global functions and directs the deployment and embedment of a people agenda across the Functions The “People” agenda will encompass an integrated global approach to organization capabilities & effectiveness, engagement & belonging, lifelong learning, talent management & development, talent acquisition and people analytics & insights Trusted partner to GCA and CS TET (Takeda Executive Team) and an influential member of their respective Leadership Team (LT.) Expected to co-evolve the organization strategy, with a deep understanding GCA including external dynamics and trends. Brings together HR leads from ach business unit/function to shape and embed GCA and CS people priorities. Key contributor to both the Corporate Function HR Leadership team and Takeda’s Global HR Function who elevates capabilities within and across HR ACCOUNTABILITIES: Deliver an exceptional people experience within the functions so everyone can fulfil their potential and enable Takeda’s mission Drive an integrated global approach to organization capabilities & effectiveness, engagement & belonging, lifelong learning, talent management & development, talent acquisition, and people analytics & insights Set a short- and long-term forward-looking people agenda for the functions Shape TET and TET-1 leadership team (LT) member thinking and the direction of their function Active role in ensuring LTs’ effectiveness. Support both executive and team development. Elevate the organization’s performance Develop, deploy and embed talent management and learning programs within these functions. Foster a culture of continuous learning Drive organization effectiveness, proactively set an agenda that spans mindset, process, role and org design, capabilities and measurement/KPIs Steward of the employee experience. Develop and direct the deployment of initiatives that make these functions a great place to work and creates a competitive advantage for Takeda. Ensure ongoing feedback loops and multi-way dialogue between employees, LT, COEIs, Takeda People Solutions, etc. Oversee cyclical global talent management processes such as succession/talent planning, performance management and compensation Manage labor and employee relations within these Functions. Mitigate risk for company, ensure objectivity, consistency, sound judgment and compliance Ensure talent acquisition and total rewards practices are competitive and aligned with the Function’s needs Deliver high quality people insights. Course correct as required and inspire step change solutions for the Function Engage in collaborative relationships with HR Partners (HPs) and HRBLs, HR COEIs, TBS People Solutions and other Corporate Functions like Finance, Ethics & Compliance and Legal. Partner to create solutions that make an impact when deployed and embedded within the Functions As part of the Corporate Function HR Leadership team, help shape the overall strategy for Corporate Function HR. Identify patterns and root cause solutions that are best for the Function and enterprise Lead a matrixed HR community of practice comprised of HR Partners and HRBLs who support extended Communication and Public Affairs LTs. Create an environment which inspires people to do their best and is aligned to the Company’s values. Elevate HR capabilities Lead and participate in Global HR projects as required. Apply knowledge of how these Functions work and contemporary external best practices to co-create solutions that deliver results

  • 600万〜1000万
  • 東京都
  • 医薬品メーカー(先発医薬品)

募集中