1. HR Operations Support
We provide HR operations support in cases where there is a sudden shortage of HR staff due to resignations or leaves of absence, when the workload increases to the point that HR staff alone cannot handle it, or when expertise beyond that required for ordinary operations is needed. Our services incorporate facilitation and workshop design expertise, so by working together with clients’ HR staff, we can expect to see improvements in the skills and awareness of the staff involved.
1-1. Acting HR Manager
We manage the client’s team as a temporary HR manager. For small companies, we manage the entire HR department, and for medium-sized companies and above, we manage the HR team. Of course, we do not just give instructions to HR staff, but also perform the actual work. For Japanese subsidiaries of global companies without local HR staff, we can also perform HR duties as local HR in cooperation with headquarters HR.
1-2. HR Project Support
We provide support for the practical implementation and project management of human resources projects. We have supported a wide range of projects, including HR policy reviews, HR system requirements definition, HR operational efficiency improvements, and IPO support.
2. Establishment of HR compliance
HR compliance is essential for employees to work in a safe workplace environment. Neglecting HR compliance can lead to various problems, such as decreased employee motivation, legal risks, and damage to the company’s reputation. Global companies that have recently established a legal entity in Japan tend to believe that they can manage their employees solely through headquarters HR if they are hiring for key positions such as sales and engineering, handling the minimum required social insurance procedures, and paying salaries. However, like other countries, Japan has various labor laws that must be followed when hiring employees. Global companies that have just established a corporation in Japan tend to believe that they can manage their employees solely through their human resources department in their home country, as long as they hire key personnel such as sales and engineers, complete the minimum necessary social insurance procedures, and pay salaries. However, as in other countries, there are various labor laws that must be observed when employing workers in Japan. In Japan, which is facing an extremely aging society, government policies are designed to encourage companies to retain employees as much as possible. Recent amendments to labor laws have placed greater responsibility on companies regarding “proper management of working hours,” “harassment prevention measures,” and “employee health management.” Therefore, if companies fail to comply with legal obligations and issues arise, it will undoubtedly be held accountable. Compliance directly relates to protecting the companies.
2-1. Preparation of work rules and regulations
We prepare and review work rules, employment contracts, and other documents necessary for HR. In particular, we revise work rules and regulations to ensure that they can be independently and continuously enforced by the companies, taking into account not only revisions to laws and regulations but also court precedents. If global companies have policies that apply worldwide, we localize those policies to comply with Japanese labor laws and regulations and reflect them in the work rules.
2-2. Response to investigations by administrative agencies
We attend investigations by the Labor Standards Inspection Office and other agencies, and if there are any issues that need to be corrected, we work with HR to make improvements.
2-3.Harassment investigations
When employees report harassment or when there are suspicions of harassment, we will conduct interviews with the parties involved and investigate the facts.
2-4.Review of personnel systems
We review personnel systems and create business processes to ensure they are in line with frequent changes in laws and regulations and current trends.
The following are the legally required duties stipulated by labor-related laws and regulations depending on the number of employees employed by the Japanese subsidiary.
3. HR Advisory Services
We work with HR managers and executives to find solutions to HR issues, including day-to-day HR matters, harassment issues, labor law matters, and other general HR issues.
<Example of consultation＞
* We want to send an email to all employees, so we want the content and structure to give employees a sense of satisfaction and security.
* There are parts of the personnel system that will be changed to the detriment of employees.
* We want to review our personnel and welfare systems to boost employee motivation.
* We are unable to recover overpaid wages from employees.
* We want to reduce mismatches in hiring.