HR Manager

Role Overview

• Serve as a primary HR advisor to managers on employee relations, performance management, corrective actions, and organizational issues.
• Coach managers on people management practices, decision-making, and communication to ensure consistency and compliance.
• Support organizational changes, role clarifications, and workforce planning in alignment with business needs.
• Act as an escalation point for complex or sensitive employee issues by organizing facts, identifying risks, and escalating to the VP, Human Resources for alignment and direction as appropriate.
• Own and manage the full-cycle talent acquisition process end to end, from workforce planning and requisition intake through sourcing, interviewing, offer, and onboarding coordination.
• Partner closely with hiring managers to define hiring needs, priorities, and timelines, ensuring a consistent and effective candidate experience.
• Operate and manage the ATS, including requisition setup, candidate tracking, interview workflows, documentation, and reporting.
• Coordinate and schedule interviews, including communication with candidates, interviewers, and external partners, ensuring a smooth and timely process.
• Manage and oversee external recruiters and vendors as needed, ensuring quality, efficiency, and cost effectiveness.
• Provide guidance on job design, job leveling, compensation alignment, and offer decisions in partnership with leadership.
• Ensure compliance with applicable employment regulations and internal standards throughout the recruiting and hiring process.
• Lead and manage employee relations matters, including investigations, disciplinary actions, and terminations, in alignment with company policy and applicable employment laws.
• Assess employee relations risks, gather and organize relevant facts, and develop recommended options, escalating complex, high-risk, or sensitive matters to the VP, Human Resources for alignment and decision-making.
• Serve as an internal escalation point for employee relations issues, with responsibility for issue triage, documentation, and preparation of decision frameworks.
• Ensure consistent application and interpretation of HR policies and practices across the organization.
• Partner with legal counsel and external advisors in coordination with, and under the direction of, the VP of Human Resources, particularly in matters involving expatriate employees, multi-jurisdictional considerations, or elevated legal risk.
• Support the development, interpretation, and communication of HR policies and procedures.
• Collaborate with HR Operations (Payroll, Benefits, HRIS) to ensure alignment between policy, process, and execution.
• Participate in cross-functional initiatives, including organizational development, employee experience, and HR transformation projects.
• Contribute to HR reporting, documentation standards, and continuous improvement initiatives.
• Coordinate the annual Employee Handbook update cycle, including preparation of draft revisions based on policy changes, regulatory updates, and internal communications issued during the year.
• Consolidate and organize updates in collaboration with VP HR and legal counsel, ensuring consistency with approved policies and regulatory requirements.
• Manage the annual handbook release timeline, including preparation for employee communication and acknowledgment, with a target release date (e.g., July 1).
• Support employee-facing communications related to handbook updates, ensuring clarity and accessibility of information.
• Provide backup support for HR Generalist operational functions (payroll, benefits, HRIS administration) during absence, system transition, or critical business periods to ensure continuity and risk mitigation.
• Maintain sufficient working knowledge of core HR operational processes to validate accuracy and compliance when required.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.
• Master’s degree preferred.
• SHRM-CP / SHRM-SCP, PHR, or SPHR preferred.
• Minimum 7–10 years of progressive HR experience, including employee relations and manager advisory roles.
• Experience supporting a multinational and multicultural workforce, including partnership with a global headquarters and local operations.
• Experience working in a multi-state and/or multi-cultural organization.
• Demonstrated ability to manage sensitive employee issues and provide sound judgment under pressure.
• Experience partnering with leadership in a business-facing HR role.
• Strong knowledge of U.S. employment laws and HR best practices.
• Demonstrated ability to navigate cross-cultural stakeholder expectations and translate HR intent into practical, compliant local execution.
• Strong written and verbal communication skills in English; ability to produce clear HR documentation and employee communications.
• Excellent interpersonal, coaching, and conflict resolution skills.
• Ability to balance business priorities with compliance and risk management.
• Strong judgment, discretion, and integrity.
• Clear and effective communication skills, both written and verbal.
• Ability to work independently while collaborating closely with HR and business stakeholders.

Benefits

• A benefits summary can be found by clicking on the Osaka Gas USA Benefits Overview.