HR Business Partner
No salary listed
Senior
Bachelor's
Tokyo, Japan
In Person
People & HRHR Generalist & Employee Relations
About the job
Requirements
- A bachelor's degree in Human Resources, Engineering, Statistics, Economics, Organizational Psychology, Data Science, Analytics, or a related discipline.
- Japanese proficiency at JLPT N1 level.
- Business-level English proficiency.
- At least 7 years of experience in HR Business Partner, People Analytics, Workforce Planning, Organizational Development, or a related area.
- Demonstrated experience influencing decisions through workforce analytics and business insights.
- A strong track record of partnering with business leaders in complex organizations.
- Experience using quantitative analysis to solve business and workforce challenges.
- Proven ability to connect people initiatives to measurable business outcomes.
- Ability to engage credibly with technical experts, engineers, and senior leaders.
- Ability to influence through logic, insight, and business rationale rather than hierarchy.
- Comfort challenging conventional thinking when supported by evidence.
- Ability to anticipate future workforce challenges and opportunities.
- Ability to use data and business context to shape practical solutions.
- Ability to build effective partnerships across business functions, HR teams, Finance, and Operations.
- Ability to balance objectivity with empathy and professionalism.
- Evidence-driven approach, including testing hypotheses using data and using facts and analysis to drive decisions and recommendations.
- Ability to work with ambiguity and incomplete information.
- Understanding of the connections between business performance, productivity, capability, and talent.
- Ability to connect workforce insights to operational and financial outcomes.
Responsibilities
- Serve as a trusted partner to leaders, managers, and employees across assigned business units.
- Partner with business leaders to align workforce strategies with business objectives and operational priorities.
- Provide objective, evidence-based recommendations regarding talent, organization, workforce, and leadership decisions.
- Challenge assumptions and facilitate fact-based discussions that improve organizational performance.
- Support leaders in making informed decisions through workforce insights, business analytics, and organizational diagnostics.
- Translate business strategies into practical people plans and organizational actions.
- Analyze organizational challenges and recommend solutions that improve effectiveness, productivity, and execution.
- Advise leaders on team structure, role clarity, capability building, and workforce optimization.
- Balance employee needs with business priorities while maintaining a commercial mindset.
- Act as the primary HR partner for assigned client groups.
- Analyze workforce data and trends, including headcount and workforce composition, attrition and retention, employee engagement, internal mobility, performance outcomes, leadership pipeline strength, succession readiness, diversity and inclusion metrics, skills and capability gaps, workforce productivity indicators, and compensation trends.
- Transform complex workforce data into actionable business recommendations.
- Conduct root-cause analyses to identify drivers of organizational issues.
- Develop dashboards, scorecards, and executive reports.
- Identify trends, risks, and opportunities impacting workforce performance.
- Build data-based narratives that support business decision-making.
- Establish meaningful workforce metrics that enable accountability and performance improvement.
- Lead workforce forecasting and capability planning activities.
- Identify future talent requirements aligned with business strategy.
- Conduct quantitative workforce analyses to support investment and resource decisions.
- Evaluate workforce risks and recommend mitigation strategies.
- Partner with leaders to conduct talent reviews and succession planning.
- Identify critical talent risks and development opportunities.
- Support leadership pipeline development and succession readiness.
- Drive actions that strengthen organizational capability.
- Support performance management and talent calibration processes.
- Coach managers on objective performance assessment and development planning.
- Use data and talent insights to identify development priorities.
- Promote internal mobility and career growth opportunities.
- Evaluate organizational structures, accountabilities, and operating models.
- Recommend improvements that increase organizational agility and business performance.
- Support redesign and transformation initiatives using data-driven assessments.
- Partner with leaders to execute organizational changes effectively.
- Assess organizational readiness and change adoption.
- Track outcomes and measure change effectiveness.
- Use workforce data and employee feedback to refine implementation strategies.
- Advise managers and employees on workplace issues and employee relations matters.
- Support resolution of complex employee issues through objective assessment and sound judgment.
- Promote a positive, respectful, and high-performing workplace culture.
- Ensure compliance with employment laws, company policies, and internal governance requirements.
- Maintain confidentiality and integrity of workforce data.
- Support investigations, audits, and compliance activities as required.
Desired Qualifications
- Experience supporting engineering, industrial, technology, manufacturing, automation, or other technical workforces.
- Experience working within multinational matrix organizations.
- Experience building executive dashboards and workforce intelligence frameworks.
- Experience using Workday and modern HR analytics tools.
About the company
ABB provides electrification and automation technologies for industry and infrastructure, including products for smart buildings, electric vehicle charging, robotics, motors and drives, and factory automation software. Its products combine electrical hardware and control software to manage energy flow, automate tasks, and enable rapid charging and reliable operation. ABB differentiates itself with a long history in power and automation, a broad global footprint, and a concentrated portfolio across electrification, motion, process automation, and robotics, enhanced by digital services. The company aims to help customers use energy more efficiently and work more productively, supporting sustainable and resource-efficient operations and transportation.
Company Size
10,001+
Company Stage
IPO
Headquarters
Zurich, Switzerland
Founded
2007
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Simplify's Take
What believers are saying
- AI data-center power demand drove ABB's September 2026 Infinitus launch and partnerships.
- Q2 2026 orders hit $12.0 billion, with 20.2% operational EBITA margin.
- ABB's 2026 acquisitions, including Advantics and Høglund, expand marine, DC, and automation offerings.
What critics are saying
- ABB Inc. faces Henry's Knob Superfund cleanup obligations in South Carolina since March 2026.
- ABB still carries legacy corruption baggage after the 2022 Eskom bribery resolution.
- Siemens, Vertiv, and NVIDIA-backed ecosystems pressure ABB's DC architecture leadership by 2028.
What makes ABB unique
- ABB's Infinitus targets source-to-rack DC for AI data centers, launched September 2026.
- ABB's July 2026 Advantics deal deepens silicon-carbide DC conversion for industrial power.
- ABB's Q2 2026 record orders prove scale across electrification, motion, and robotics.
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Benefits
- Health Insurance
- Dental Insurance
- Vision Insurance
- Life Insurance
- Disability Insurance
- Health Savings Account/Flexible Spending Account
- Unlimited Paid Time Off
- Paid Vacation
- Paid Sick Leave
- Paid Holidays
- Parental Leave
- 401(k) Retirement Plan