Manager Employee Relations

Position Title: Manager, Employee Relations Location: Tokyo, Japan Purpose: Actively drive and develop the long-term labor relations strategy for the Japan market in PMI, and pro?actively lead the implementation of this strategy in close consultation with the management team and leadership in the market. Drive negotiations with the various Union & Employee Representation bodies such as internal employee reps, regional employee union members and external union bodies, to meet the strategic objectives. Through sensing organizational situation and employment issues continuously, anticipate labor relations risks ahead of time, actively evolve policies to align with Japan labor laws and PMI P&P and guidelines, and actively and continuously advise solutions to management. On an ongoing basis, ensure the company maintains constructive union relations as a point of contact between Company and Union. Accountabilities: 1. Develop long-term / short-term Labor Relations Strategy and advise management team on ER matters to ensure business continuity. Build constructive and predictable labor relationship with Unions and employee reps. 2. Update Management and P&C (People & Culture) team about the labor environmental changes and ensure Company policies comply with Labor Laws and Collective Bargaining Agreements in close collaboration with P&ED (Product & Experience Delivery) and the Law Department. 3. Lead negotiations with various employee representation bodies in order to reach agreement on such policies, benefits and organizational changes and align all stakeholders to ensure successful implementation of such measures. In addition, lead all negotiations with relevant Union bodies such as 36 agreement, the Article 36 of the Labor Standard (every year), inform on salary increases, performance management processes and systems (ongoing) and all kinds of ad hoc negotiations with Union on behalf of the company. 4. Update management about organizational sensing periodically and provide guidance on ER issues. Monitor discipline to ensure corporate consistency. Strengthen line manager's leadership related to people management and labor relations. 5. Establish an ongoing meeting cadence and coordinate the operation of the various union related meetings necessary to maintain a positive environment, including development of the agenda on behalf of management and ensuring discussions are properly documented. 6. Ensure deployment of all key P&C products and services in Function. Measure effectiveness of deployed P&C products and services. Act as Change agent during implementation of any new P&C operating model changes, or policies and practices. 7. Act as an internal consultant, including as first point of contact for any interpretation issues relating to PMJ Rules of Employment. Focus on providing consulting and coaching on all business matters that may have an impact on our organizational or human capital management, in turn impacting our employee relations. 8. Actively lead the implementation/execution of ER cases alongside the relevant P&C Business Partners and guide the process to successful outcomes. 9. Active project management, coordinating and working closely together with all relevant stakeholders, but in particular with P&C Business Partners, P&C Leadership, Law Department and E&C to form a coherent and sound employee relations strategy, plan and engagement approach. 10. In cooperation with P&ED and BP, respond to audits and investigations by the Labor Bureau/Labor Standards Office. Actively participate in labor-related events as required by law, such as health committee meetings. Major Challenges: The importance of Labor Relations in PMJ is rapidly growing and becoming very critical for our commercial ability to execute, and to ensure business continuity. - Japan maintains a very restrictive labor legislation, requiring the company to comply with various fixed standards and procedures. - Labor laws are changing frequently. Over the last few years, there have been several developments in the Japanese labor legislation based on the so-called “Work Style Reform”, a strategic plan issued by the Japanese government in order to realize a society where people can choose how to work depending on their respective circumstances. - Both internal and external employee representation organizations are growing within PMJ, with various groups approaching the company actively with specific requests and demands, which need managing. - Labor relations very much are a locally governed activity in Japan, and therefore need oversight within the market in the Japan P&C organization. Education and Additional Skills: • College/University • In-depth knowledge on Japanese Labor law and court and labor body processes in Japan • Extensive experience and knowledge on P&C policies and processes • Experience in representing the company in front of various labor bodies in Japan • Stakeholder management skills • Negotiation skills • Communication skills • Project management skills • At least 5 – 10 years of experience in working for larger, multinational companies.