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2026C314 Manager, Talent Management APAC／Global HR CoE

年収： 1000万～ 1500万

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部署・役職名	2026C314 Manager, Talent Management APAC／Global HR CoE
職種	人材開発・人材育成・研修
業種	化学・石油素材
勤務地	東京都
仕事内容	■POSITION SUMMARY/OBJECTIVE: APACタレントマネジメントマネージャーは、DICのタレント戦略を実行し、APAC地域全体で強力かつ一貫した遂行を確保する責任を負います。この役割は地域戦略の実行と実務的な遂行（特に日本）とのバランスを取り、HRBPや事業リーダーと緊密に連携してタレントの優先事項が具体的な成果につながるようにします。グローバルの方針と地域での実行の交差点で働き、この役割はリーダーシップのパイプライン、後継者計画の準備状況、および長期的な事業成長を支えるパフォーマンス慣行を強化します。 The APAC Talent Management Manager is responsible for activating DIC’s talent strategy and ensuring strong, consistent execution across the APAC region. This role balances regional strategy activation with hands‑on execution, particularly in Japan, partnering closely with HRBPs and business leaders to ensure talent priorities translate into real outcomes. Working at the intersection of global direction and regional delivery, this role strengthens leadership pipelines, succession readiness, and performance practices that support long‑term business growth. ■ESSENTIAL JOB FUNCTIONS: 【Talent Strategy Activation】 Activate and embed DIC’s talent strategy across APAC, translating global direction into regionally relevant actions. Bring the DIC Employee Value Proposition (EVP) and talent story to life, enabling leaders to clearly communicate career value and opportunity. Partner with leaders to embed talent and performance rigor into everyday management practices.Serve as a key connection point between global talent priorities and APAC business needs. 【Talent Execution & Delivery (Japan Focus)】　Own strong execution of core talent processes in Japan, ensuring consistency, adoption, and follow‑through.Partner directly with leaders to implement succession planning, performance practices, and leadership development. Address immediate talent challenges with practical, hands‑on solutions. Reinforce discipline and rigor in how talent processes are applied and sustained.Serve as the primary execution lead for talent initiatives in Japan, in close partnership with the HRBP. 【Succession Planning & Critical Roles】・Lead succession planning across APAC with a focus on critical roles. ・Identify succession gaps, assess readiness, and support targeted development actions. ・Build sustainable talent pipelines focused on depth, quality, and readiness. 【Leadership Development & High-Potential Talent】・Support the implementation of the DIC leadership development framework across APAC. ・Identify and develop high-potential talent. ・Enable clear career paths and development experiences for key roles. 【Performance & Talent Governance】・Support simplified, consistent performance management practices that improve clarity, fairness, and drive a high-performance culture. ・Establish and support Talent Committees and governance for succession and critical role decisions. ・Promote transparent, data-informed talent discussions. 【Talent Insights & Organizational Effectiveness】・Use talent data and insights to support workforce and succession decisions. ・Partner with leaders on organizational design, role clarity, and structural changes. ・Support leaders through change by assessing talent impact and workforce readiness. ■REQUIRED EDUCATION AND EXPERIENCE: ・Experience in Talent Management, Succession Planning, Leadership Development, or Performance Management. ・Ability to influence and partner with senior stakeholders in complex, matrixed organizations. ・Demonstrated ability to be hands-on, proactively building capability within teams and driving practical solutions to address talent challenges. ・Experience working across APAC markets with cultural and business awareness. ・Comfort using data and insights to inform decisions. ・Strong communication and relationship-building skills. ・Business-level proficiency in Japanese and English is required. 【Role of the Talent Specialist】 The Talent Specialist is responsible for executing, facilitating, and embedding talent processes in partnership with HR Business Partners and business leaders. The role combines deep talent expertise with hands-on delivery. ■Key responsibilities include: Talent Specialists are accountable for the execution and effective application of talent practices. ・Leading and facilitating talent processes such as talent reviews, succession planning, performance management, and leadership development activities ・Executing talent programs end-to-end, including preparation, facilitation, follow-up, and action tracking ・Partnering with HRBPs and leaders to diagnose capability needs and translate them into concrete development actions ・Applying global talent frameworks in practice, ensuring quality, consistency, and effective execution ・Providing coaching, guidance, and challenge to leaders during talent discussions ・Monitoring outcomes, identifying risks, and recommending adjustments to improve talent effectiveness 【Role of the HR Business Partner】 HR Business Partners focus on business partnership, integration, and ongoing ownership of talent outcomes. ■Key responsibilities include: HRBPs are accountable for sustained impact and alignment with business strategy. ・Partnering with leaders to understand business strategy and workforce priorities ・Using talent insights to advise leaders on organization, capability, and succession risks ・Embedding talent discussions into regular business rhythms ・Owning follow‑through with leaders on development, retention, and succession actions ・Acting as a long‑term strategic advisor to the business 【How Talent Specialists and HRBPs Work Together】 The partnership is delivery-driven and collaborative: ・Talent Specialists lead and execute talent processes and programs ・HRBPs partner with leaders, reinforce outcomes, and drive ongoing ownership ・Both roles collaborate to ensure talent actions are implemented and sustained 【Capability Development Roadmap】 Shift in ownership as HR capability matures ■Stage 1: Establish Focus: Introduce frameworks and ensure strong execution ・Talent Specialist: Leads execution of talent reviews, succession discussions, leadership programs, and capability interventions ・HRBP: Observes, participates, and builds understanding of talent processes ■Stage 2: Build Capability Focus: Shared execution and growing HRBP ownership ・Talent Specialist: Co-facilitates processes, coaches HRBPs, ensures quality execution ・HRBP: Begins facilitating discussions and advising leaders with Talent Specialist support ■Stage 3: Sustain Focus: Embedded ownership within the HRBP role ・Talent Specialist: Provides targeted expertise, supports complex cases, and evolves practices ・HRBP: Leads execution and acts as primary talent advisor to the business 【Examples of Transition Over Time】・Talent Reviews: Talent Specialist leads → co‑facilitates with HRBP → HRBP leads ・Leadership Development: Talent Specialist executes programs → HRBP integrates into leadership agenda → HRBP drives pipeline discussion ・Business Initiatives: Talent Specialist executes capability approach → HRBP sustains with local leaders
労働条件	■雇用形態正社員 ■契約期間期間の定めなし（※試用期間：３ヶ月間） ■給与 1000万～ 1500万昇給年1回、賞与年4回 ※これまでのキャリア、経験年数を考慮の上、処遇決定 ■勤務地 103-8233 東京都中央区日本橋三丁目7番20号　ディーアイシービル ■勤務時間 08:45～17:15（うち休憩時間1時間） ※フレックスタイム制あり（コアタイムなし） ■休日年間休日126日（2026年度） ■福利厚生通勤手当（交通費全額支給）食堂、社宅・寮、厚生施設、新入社員研修、階層別研修、GLTD制度、財形貯蓄（一般・住宅・年⾦）、持株会（10%補助）、互助会制度 ■加入保険健康保険、厚生年金、雇用保険、労災保険、企業年金 ■転勤の有無当面ないが、将来的には可能性あり ■時間外労働あり
応募資格	【必須（MUST）】 ■REQUIRED EDUCATION AND EXPERIENCE: ・Experience in Talent Management, Succession Planning, Leadership Development, or Performance Management. ・Ability to influence and partner with senior stakeholders in complex, matrixed organizations. ・Demonstrated ability to be hands-on, proactively building capability within teams and driving practical solutions to address talent challenges. ・Experience working across APAC markets with cultural and business awareness. ・Comfort using data and insights to inform decisions. ・Strong communication and relationship-building skills. ・Business-level proficiency in Japanese and English is required.
アピールポイント	管理職・マネージャー完全土日休みフレックスタイム
リモートワーク	可「可」と表示されている場合でも、「在宅に限る」「一定期間のみ」など、条件は求人によって異なります
受動喫煙対策	屋内禁煙
更新日	2026/05/22
求人番号	8243003

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