Job Description

Headquartered in Tokyo, Sumitomo Mitsui Banking Corporation (SMBC) is a leading global financial institution and a core member of Sumitomo Mitsui Financial Group (SMBC Group). Built upon our rich Japanese heritage since 1876, we put our customers first and provide seamless access to, from and within the Asia Pacific region. SMBC is one of the largest Japanese banks by assets and maintain strong credit ratings across our global integrated network. We work closely as one SMBC Group to offer personal, corporate and investment banking services to meet the needs of our customers.

With sustainability embedded within our strategy and operations, we are committed to creating a society in which today’s generation can enjoy economic prosperity and well-being, and pass it on to future generations.


Strategic HR Partnership

  • Support business leaders in translating strategic goals into HR initiatives and coordinate with CoEs to implement solutions. Align HR strategies with overall business objectives to support organizational growth and transformation.

    • Support the planning and execution of key HR initiatives such as organizational design, workforce planning, and talent management, by coordinating with stakeholders and ensuring timely delivery of outcomes


    Talent Acquisition & Workforce Planning

  • Partner with Talent Acquisition teams to attract and retain top talent.

  • Coordinate recruitment and onboarding processes by following up with Talent Acquisition to ensure timely placement of the right talent in the right roles..

  • Support succession planning and career development discussions.

    • Employee Engagement & Culture

  • Design and implement engagement initiatives based on employee feedback and business needs.

  • Foster a culture of inclusion, recognition, and continuous improvement.

  • Promote employee satisfaction through proactive communication and support.

    • Performance & Development

  • Coordinate performance management cycles including goal setting, feedback, and appraisals.

  • Assist in identifying skill gaps and support the implementation of learning and development programs.

  • Oversee training initiatives to enhance employee competencies and career growth.

    • Change Management & Organizational Development

  • Support execution of organizational change initiatives including restructuring, M&A, and digital transformation through communication, training, and stakeholder alignment.Help employees adapt to new processes, systems, and technologies.

    • HR Analytics & Compliance

  • Leverage HR data and dashboards to provide insights to the HR leaders and business leaders, supporting decision-making and tracking key metrics (including identification of workforce trends, risks, and opportunities).

  • Ensure compliance with labor laws, regulations, and industry standards.

  • Mitigate HR-related risks through proactive policy implementation and monitoring.

    • Employee Relations & Policy Management

  • Address employee grievances, conduct investigations, and manage disciplinary actions.

  • Ensure fair and consistent application of HR policies and procedures.

    • Compensation & Benefits

  • Manage compensation and benefits programs to ensure competitiveness and alignment with business goals.

    • Education:



    - Master’s degree or MBA in HR preferred.

    Experience:


    - Minimum 5 years of progressive HR business partnering role.
    - Experience in a matrixed or multinational organization is a plus.

    Skills:

  • Strong business acumen and strategic thinking.
    - Excellent interpersonal and stakeholder management skills.
    - Proficiency in HRIS systems and data analytics tools.
    - Deep understanding of labor laws and HR compliance.
    - Ability to manage ambiguity and drive results in a dynamic environment.
    - Strong facilitation, coaching, and conflict resolution skills.
    - Project management and change leadership capabilities

    • Challenges


    - Navigating complex and sensitive employee relations issues.
    - Balancing strategic priorities with operational HR demands.
    - Driving cultural change and employee engagement in hybrid or distributed work environments.
    - Managing competing priorities across multiple stakeholders and functions.
    - Ensuring consistency in HR practices across geographies or business units

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