HR Manager

About Our client:
Our client is a technology company with around 190 engineers specializing in software engineering services and product development for international markets, especially Japan. As they evolve beyond software outsourcing into a product and technology-driven organization, they are looking for a Human Resources Manager who is not a traditional HR operator, but a critical organizational stabilizer and people strategist. You will play a vital role in maintaining alignment between employees, leadership, business goals, and organizational governance while building a healthy, high-performance engineering culture.
What You'll Do:
1. People Partnership with RMO, PMO, and Engineering Managers
Work closely with RMO leadership, team managers, PMO, and company leadership.
Understand team structure, people capability, morale, retention risks, and manager effectiveness.
Act as a trusted partner for engineering managers in people-related matters.
Support resolution of career development or performance issues, expectation gaps, and sensitive cases.
Help managers improve communication, feedback, coaching, and people development.
2. Talent Acquisition and Hiring Quality
Partner with hiring managers to clarify role requirements, hiring standards, and interview evaluation criteria.
Improve recruitment quality for engineers, managers, product-related roles, and other key positions.
Work with internal recruitment, referrals, and external headhunters.
Help assess not only basic qualifications , but also mindset, and cultural alignment.
Support the company in identifying and attracting high-potential young tech talent.
3. Career Development and Talent Growth
Help improve promotion criteria, competency frameworks, and performance evaluation processes.
Work with managers to identify high-potential employees and future leaders.
Support training, mentoring, and internal development programs.
Help employees understand growth expectations and career opportunities inside the company.
4. Organizational Health and Culture Building
Observe organizational mood, hidden concerns, trust gaps, and cultural issues.
Build natural communication channels with employees and managers.
Provide leadership with honest and useful insights about people and organization health.
Support culture change toward ownership, continuous learning, technical excellence, product thinking, and accountability.
Help reduce passive, request-driven working habits and encourage more proactive thinking.
5. Resource Management Support
Collaborate with RMO and PMO to improve resource planning and people assignment.
Help match employee capability, career goals, and project needs.
Support skill mapping and capability visibility across teams.
Identify people risks related to project assignment, skill mismatch, overload, under-utilization, or retention.
6. HR Governance, Compliance, and Policy
Ensure HR practices are fair, transparent, confidential, and compliant with labor regulations.
Support improvement of HR policies, employee relations processes, and internal governance.
Maintain professional boundaries when handling sensitive employee information.
Balance flexibility with fairness, consistency, and organizational safety.
7. HR/Admin Team Management
Work with HR/Admin members to improve HR operations, recruitment support, training activities, events, and employee services.
Upgrade HR/Admin from a support function into a more proactive people support capability.
Improve process discipline, documentation, communication quality, and service mindset.