Talent management specialist, HRBP - Tech Management Office (TMO)

About the role

Job Description: Business Overview Commerce & Marketing Company Technology Supervisory Department (CMTSD) is responsible for the development and operation of E-commerce and marketing-related services within Rakuten Group. Our organization belongs to this department. Department Overview Tech Management Office supports the business by effectively managing HR, Finance, and related services. Our team (HR) is transforming into a strategic function, encompassing HR Business Partnering (HRBP), Centers of Excellence ( C o E ), and Talent/Organization Development. Through in-depth analysis and collaborative discussions with tech leaders, HR partners with leadership to bridge gaps and achieve organizational goals. Position: Why We H ire Our team (HR) is building a strategic HR function encompassing HRBP and CoEs such as Talent/Organization Development and Recruitment Planning. As part of this transformation, We have decided to establish a position within the HRBP organization dedicated to T alent M anagement. As for the expectations for this position, supports individual and organizational growth by identifying and analyzing the talent and organizational needs crucial for business success, and by implementing effective talent management strategies. Position Details As a key member of the Strategic HR team, you will work with HRBPs to identify organizational complication and propose solutions leveraging data analysis. In particular, within development organizations related to e-commerce and marketing, talent management and career development are pivotal. To achieve these goals, as a Talent Management specialist within the HRBP group, you will collaborate with various stakeholders to solve organizational challenges. In the future, we expect you to lead the establishment and advancement of the Talent Management CoE function, driving the talent strategy for the organizations. 1) Succession Planning Define critical positions across the e-commerce and marketing company, design successor pools, and support the operation of talent reviews. Identify high-potential talent and support the development of talent development and placement strategies. Build alignment with key stakeholders (executives / department heads / HRBPs / CoEs ) and ensure operational adoption and sustainability. 2) Leadership / Management Development Plan, implement, and operate leadership and management development initiatives (by level, theme, etc.). Design programs tailored to the development organization's context (skill requirements, evaluation, mechanisms to drive behavioral change). Measure effectiveness after implementation (quantitative and qualitative) and build a continuous improvement cycle. 3) Career Development Designing career paths and skill definitions, along with structuring growth opportunities that encompass role design, and the development and management of challenging assignment via job rotations and strategic talent mobility. Plan and implement mechanisms that promote employee-driven career development (career conversations, guides, initiatives). Operate in collaboration with line management (translate into practical, usable processes for the workplace). 4) Performance Management Cycle (Evaluation / Performance Management) Support and improve the operation of the performance management cycle (goal setting, evaluation, feedback, etc.). Provide support to improve the quality and perceived fairness of evaluations (develop guides, deliver training, support calibration, etc.). Identify issues through data analysis (rating distribution, attrition trends, correlation with development investment, etc.) and make recommendations. 5) Common (Data Analysis / Stakeholder Collaboration) Identify organizational and talent issues using people/organization data; develop hypotheses and propose initiatives. Drive projects in collaboration with executives, development organization leaders, HRBPs, and CoEs . Design operational frameworks for initiatives (processes, guidelines, communications, and adoption/embedding). Work Environment Our organization consists of approximately 15 members, including HRBPs, Talent Acquisition Planners, and Organizational & Talent Development specialists, who mutually support each other. Many of our members are raising children, and we offer an environment that flexibly supports diverse work styles. Our team is diverse in terms of age, gender, and background, and we communicate in both Japanese and English. For a deeper understanding of our employees' atmosphere and work styles, please also refer to the following R-Hack article: R-Hack This article features a member who joined in 2024 and is actively contributing to the business as an HRBP. https://commerce-engineer.rakuten.careers/entry/workstyle/0089 . Mandatory Qualifications: - Experience in HR planning within a business company (primarily in the areas of talent management and development) - Excellent communication and interpersonal skills wi

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