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Human Resources Senior Manager

Nabari - Japan

Oct 13, 2020

Full time


Principal Accountabilities:

  • Duties will be general in scope covering a broad range of typical HR activities.
  • Develop, implement and maintain effective recruitment systems, performance management systems, compensation and rewards systems and training and development programs.
  • Works with management to formulate a succession plan for key positions.
  • Develops, implements, and attains departmental performance to budget as well as non-financial objectives that complement the business strategy and goals.
  • Active member of the Plant Management team and global HR team.
  • Provides expert employment and career counseling to ensure satisfied and highly motivated employees and a trusted work environment.
  • Builds effective working and communication relationships with people at all levels of the organization.
  • Budget and cost management of employee cost and training cost for all company and cost control in HR department.
  • Acts as a catalyst for change while motivating others to support the change.
  • Designs, implements and complies with HR programs, services, strategies, policies and initiatives that are responsible to the needs of the plant and integrated with overall group and corporate policies to reduce the company’s exposure to legal or financial claims.
  • Develops and implements internal protocols and procedures regarding issues of personnel disputes and grievances, staff misconduct, and policy infractions.
  • When applicable, serves as a key member of the collective bargaining team in representing the HRM component of the facility and administers the collective bargaining agreement.
  • Supervise, train, and provide coaching and guidance to HR Staff.


  • Bachelor’s Degree
  • Master’s degree preferred
  • 12 plus years of HR related experience with increasing responsibility
  • 5 plus years as a manager of a medium plant or multiple plants/functional areas
  • Experience in automotive, manufacturing environment preferred
  • Must be fluent in English
  • Experience with HR-related systems preferred: Workday, Microsoft Sharepoint, Taleo, SuccessFactors, Lominger

Key Competencies:

Business Acumen:  Knows how businesses work; knowledgeable in current and possible future policies, practices, trends and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace.

Conflict Management:  Steps up to conflicts, seeing them as opportunities; reads situation quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.

Decision Quality-  Makes good decisions (without considering how much time it takes) based on a mixture of analysis, wisdom, experience, and judgment;  Most of his/her solutions and suggestions turn out to be correct and accurate when judged over time;  Sought out by others for advice and solutions.

Motivating Others:  Creates a climate in which people want to do their best, can motivate many kinds of people, can assess each person’s hot button and use it to get the best out of him/her, pushes tasks and decisions down, empowers others, invites inputs from each person and shares ownership and visibility, makes each individual feel his/her work is important, is someone people like working for and with.

Organizational Agility: Knowledgeable about how organizations work. Knows how to get things done both through formal channels and the informal network. Understands the origin and reasoning behind key policies, practices, and procedures. Understands the cultures of organizations.

Priority Setting:  Spends his/her time and the time of others on what is important; quickly zeros in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks; creates focus.

Process Management:  Good at figuring out the processes necessary to get things done. Knows how to organize people and activities. Understands how to separate and combine tasks into efficient workflow. Knows what to measure and how to measure it. Can see opportunities for synergy and integration where others can't. Can simplify complex processes. Gets more out of fewer resources.

Drive for Results: Can be counted on to exceed goals successfully. Is constantly and consistently one of the top performers. Very bottom-line oriented. Steadfastly pushes self and others for results.

Sizing Up People:  Is a good judge of talent; after reasonable exposure, can articulate the strengths and limitations of people inside or outside the organization; can accurately project what people are likely to do across a variety of situations.

Strategic Agility: Sees ahead clearly. Can anticipate future consequences and trends accurately. Has broad knowledge and perspective. Is future oriented. Can articulately paint credible pictures and visions of possibilities and likelihoods. Can create competitive and breakthrough strategies and plans.

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