Total 9 job vacancies by Renesas Electronics

JOB SUMMARY 

Overall responsible for supporting and administrative tasks and activities pertaining to the Human Resources function such as employee benefits, employee training application on HR information systems (HRIS - i.e SFront), employee data and filing administration, recruitment activities, and all other HR admin-related functions.

KEY RESPONSIBILITIES

• Administer and maintain employee data in the HRIS system to ensure all employee reports generated from the HRIS system and other related processing are current and accurate.
• Organize and administer employees' personal files to ensure all important and necessary documentations are well kept and filed.
• Attend to employees' queries on the Employee Self Service (ESS) applications of the HRIS (i.e SFront) such as leave applications, personal particular updates, attendance systems, etc. Also to provide briefing and/or hiring training to employees as and when necessary. 
• Administer resignation records and data from various sources (i.e resignation letters, HRIS systems, emails, etc) to ensure employee resignations are well handled in accordance to the Company's guidelines and process.
• Coordinate and provide timely reports and relevant documentation (i.e name list and details, personal file, etc) on any abscondment cases to the IR unit to proceed with necessary legal actions.
• Process, prepare relevant documentation and obtain necessary approval for the Employee Awards, employee welfare such as condolence gift and other related employee awards and welfare claims.
• Prepare and generate monthly HR report (i.e Direct employee working hours, leave and attendance records, direct employee turnover, etc) as well as other related reports.

Renesas Electronics is looking for a System Analyst to join our IT team, supporting our HR applications within the business. The role will work closely with wider IT and HR colleagues, as well as other internal and external stakeholders. You will assess needs, gather requirements, and support the creation of specifications for new and existing tools, and deliver on system and process improvements

• Administer and support SuccessFactors in alignment with HRIS colleagues.
• Administer and support other HR-related applications / software.
•  Troubleshoot and analyse issues raised by end users.
•  Support regular updates / patches following the vendor / partner cycles.
• Support HR in defining their internal processes.
• Support the tool selection and implementation based on identified HR needs.
• Support external consultants and suppliers as required.
• Create and maintain system documentation, including FDS and SOP’s
• Design and generate reports and metrics to support HR Operations

Key Performance Measures:

• Team collaboration
• Upskilling in people data, and IT infrastructure
• Desire to learn and develop
• Follow processes and procedures for change management
• Take ownership of tasks and assignments, providing regular updates on progress
• Document changes in case management systems
• Resolve queries/issues in a reasonable timeframe

• Working closely with our local Regional HR team and also our existing Ukraine Operations Team to understand and learn the HR Operations Model.
• Quickly assess the priorities required to support the onboarding activities as we grow the India headcount. Working closely with Recruitment and Regional HR.
• Identification of improvements to process; aligning globally with Operations
• Regular liaison with local Regional HR and CoEs to gain feedback on best practice and input on current, new or improved services.
• Work on assignments and lead on small improvement projects requiring considerable judgement and initiative.  Understand implications of work and make recommendations for solutions.
• Support implementation of HR Systems in country including guidance on local requirements and testing
• As part of the operational team ensure timely input and maintenance of the human resource database (SuccessFactors) and employee records and files, including hardcopy files where appropriate. Document activities as requested.
• Support creation of SOPs (standard operating procedures) for processes undertaken by the team and ongoing SLAs
• Complete reporting activities involving attendance & absence statistics, hire, termination, and transfer data, and other information assigned.
• Generate a wide range of employee letters, including visa letters, promotion, salary review, share grant and ad-hoc communication.
• Administer employee health, welfare and retirement plans including starters & leavers and annual renewal administration.
• Administer global onboarding and offboarding administration.
• Process various electronic forms related to documenting human resources activities such as change-of-status, employment changes, benefits, termination of employment and updates internal HRIS (SuccessFactors).
• As first point of contact for employees and internal HR on HR Operations managing the HR Operations mailbox, escalating as appropriate in a timely and effective manner
• Provides information to employees on matters pertaining to their personal employee information, e.g. employment references.
• Schedule onboarding inductions to support Regional HR.
• Purchase Order and invoice processing as directed by Regional HR.

• Build relationships with our People Leaders to develop and execute talent solutions for their business objectives and challenges
• Partner with HR CoE’s to support the design, roll out, and execution of programs.
• Contribute to culture building and promote exceptional people experience during the employee lifecycle.
• Provides day-to-day performance management guidance to the managers.
• Assist people leaders and team members for policy guidance and interpretation.
• Manage new hire onboarding and orientation.
• Support payroll and local HR compliances.

We are looking for a Talent Management Director to join our global Talent leadership team at Renesas. You will play a pivotal role in shaping the future of our organization by leading and executing global talent programs across Learning and Development, Performance Management and all Talent Management activities. This role will report to the Global VP of Talent and due it’s global nature can be based in one of our offices, or remote with travel as required.

We are in the early stages of shaping our Global Talent Management practices, and so this role will give the you opportunity to design and execute programs that add value at Renesas. Leading a small but highly skilled team based in EMEA and APAC supporting a global employee group (22,000+) you will balance running a number of existing programs, simplify and harmonize how we work and launch new initiatives, all done with a prudent eye on budget management and efficiency. You will communicate regularly with global team members, socialise ideas to get buy in, and have a strong focus on effective project management and execution.

Responsibilities

• Develop and execute global talent programs to support the growth and development of Talent within Renesas
• Global Lead on Learning and Development including global Compliance training.
• Lead Performance Management processes to ensure alignment with organizational goals and foster a high-performance culture.
• Implement and deliver talent programs focused on accelerating leadership development, succession planning, and developing high potential talent.
• Lead the delivery of talent initiatives, ensuring successful execution and measurable impact.
• Communicate effectively with global team members, fostering collaboration and alignment across diverse locations.
• Ensure smooth operation of talent processes, identifying and addressing challenges proactively.
• Take responsibility for budget management related to talent programs and initiatives.
• Be the voice and internal expert and go to person for Talent Management projects.

• Build relationships with our People Leaders to develop and execute talent solutions for their business objectives and challenges
• Partner with HR CoE’s to support the design, roll out, and execution of programs.
• Contribute to culture building and promote exceptional people experience during the employee lifecycle.
• Provides day-to-day performance management guidance to the managers.
• Assist people leaders and team members for policy guidance and interpretation.
• Manage new hire onboarding and orientation.
• Support payroll and local HR compliances.

Work you’ll do:

As a Campus Program Manager, you will assist in the development and implementation of the Campus Recruiting Strategy & Execution. Provide direction, support, and guidance to their assigned recruiting team. Ensure the collective local and vital strategic university campus recruiting programs are established and implemented to enable the team to hire the quality and quantity of graduate and undergraduate candidates set by firm and national leadership.

Job Responsibilities:

• Helping the team to initiate and build relationships with campuses.
• Monitoring & managing entire recruiting life cycle at university.
• Partner with multiple internal and external team members to drive workforce development strategy.
• Understand Global Strategy towards University engagement & recruiting.
• Continuously review and evaluate technology tools to enhance internal University hiring processes and improve candidate experience.
• Assisting the team in effectively planning and conducting the recruiting events
• Development and alignment of processes with respect to student identification, interviewing, and selection ensuring excellent candidate experience.
• Design diversity hiring programs in universities in partnership with the diversity, equality, and inclusion team to expand the diverse talent pool.
• Provide subject matter advice & recommendations to business Leaders and develop methodologies for hiring and retaining graduates.
• Developing and executing presentations, career fairs and participating in campus interviews
• Broad knowledge of regional leadership, business/market opportunities, and recruiting challenges is highly desirable.

As a member of the REL HR team reporting to the Head of Talent Acquisition Japan, you will partner with various stakeholders to build a long term, best-in-class TA function. The successful candidate will bring a proven track record of leading recruiting teams, hiring at scale, building systemic solutions and automation that support business growth. 
 
Key Accountabilities:
People Management – Lead a high performing talent acquisition team in a fast paced, high-growth environment. Drive the career development and engagement of the team. Drive accountability within the TA organization to deliver on the talent plan by prioritizing work appropriately, resources as required, and removing roadblocks as they appear ensuring team member’s success.
 
Operational Excellence – Streamline and enhance existing processes and develop processes where needed to drive continuous improvement, consistent standards, and compliance. Identify opportunities to drive process and team effectiveness. Drive the customization and configuration of Applicant Tracking System as well as other technology solutions to improve the candidate experience. Manage multiple concurrent objectives, projects, or activities, using good judgment and data to make the right call on priorities and resources
 
Partner and Stakeholder Management – Providing governance, leadership and direction for all strategic partnerships including agency and supplier partnerships. Partner with HR Business Partners and business leaders and provide guidance regarding talent needs.　Develop and maintain internal and external relationships that support a diverse pipeline. Deliver great candidate and hiring team experience by using data and analytics to identify and address weak links in process or approach.
 
Branding & Attraction - Develop sourcing and attraction capabilities to ensure we can attract and engage with the best candidates in the market. Structure a talent sourcing framework and advance our sourcing capability. Identifies systemic talent issues and partners with talent leadership groups to ensure the right screening tools are being used and relevant factors are being considered. Leads initial screening/assessment improvement efforts. Utilize social media & other brand marketing tools to attract talent and build employer brand.

• Build relationships with our People Leaders to develop and execute talent solutions for their business objectives and challenges
• Partner with HR CoE’s to support the design, roll out, and execution of programs.
• Contribute to culture building and promote exceptional people experience during the employee lifecycle.
• Provides day-to-day performance management guidance to the managers.
• Assist people leaders and team members for policy guidance and interpretation.
• Manage new hire onboarding and orientation.
• Support payroll and local HR compliances.