INTRODUCTION

At Burberry, we believe creativity opens spaces. Our purpose is to unlock the power of imagination to push boundaries and open new possibilities for our people, our customers and our communities. This is the core belief that has guided Burberry since it was founded in 1856 and is central to how we operate as a company today.   

We aim to provide an environment for creative minds from different backgrounds to thrive, bringing a wide range of skills and experiences to everything we do. As a purposeful, values-driven brand, we are committed to being a force for good in the world as well, creating the next generation of sustainable luxury for customers, driving industry change and championing our communities. 

JOB PURPOSE

As an ambassador of the company's culture you will use your HR expertise to seamlessly partner with your business area and HR colleagues in order to create an environment where the business is empowered and inspired to drive their talent and leadership capabilities to deliver exceptional results today and for the future.

RESPONSIBILITIES

Core HR

• With a commercial mind-set and unified connectivity with the business you will develop strong and trusted partnerships with business leaders within your client group providing challenge, coaching and advice on people related matters and strategies.
• Facilitate communication within the business, championing people engagement with the brand.
• To be a seamless link between the business and the wider HR community (People Services and Centres of Expertise), being the voice of HR to and from the business
• Explore people trends in attrition, talent and performance and develop solutions with the business to overcome any people challenges.
• Be authentic and champion Burberry values and culture at all times – Protect, Explore and Inspire.
• Leverage digital in order to empower the business and ensure continued HR scalability for the future.

Employee Relations (ER)

• Be the link between ER and the business, advising on policy and aligning the business to existing and new HR policy.
• Protect the business by ensuring legal compliance that is culturally in line with our brand values.
• Manage ER casework as required, involving consultation, grievances, disciplinary, performance management and settlement agreements. Casework involvement will mainly be at a senior / complex / high risk level.
• Coach the level of capability within the business to manage ER cases, ensuring up skilling of line management, which may include training and briefings on policies and guidelines typically at a senior level.
• Working with the business to define and roll-out local guidelines and procedures, where required.
• Manage the relationships with unions, work councils and employee representatives where required and partner to resolve any associated risks.

Recruitment

• Create a strong partnership with the relevant Resourcing support, where available, and deliver aligned communication to the business. Ensuring the business is getting the required level of support from Resourcing, aligned to the relevant business strategies.
• Contribute to candidate decisions where appropriate including offer details (involving Reward if required) and share insight regarding the existing team and the skills and behaviours needed for the future success of the team.
• In country only (and only by exception in Head Office) carry out interviews for senior roles

Reward

• Support the business in their people budgeting process. Challenging and coaching on the decision process for new roles, reviewing headcount changes and planned and proposed recruitment and promotions. Empowering budget holders to make informed decisions prioritising in line with business strategies.
• Advise on reward framework.
  
  Be the link between theory and practical application of reward frameworks considering internal equality and external competitiveness. 
• Identify potential issues with salary levels and internal roles, for example around retention, talent and internal relativities.
• Facilitate the management of the annual reward planning, including supporting managers in remuneration decisions.

PERSONAL PROFILE

• HR qualified, or equivalent experience level.
• Degree educated.
• Ability to interact advise and challenge senior leadership levels.
• Effective coach, ability to empower the business.
• Strong influencing and negotiating skills.
• Ability to build rapport and trust.
• Think analytically and problem solve.
• Ability to see short term and long term effects of possible actions.
• Commercial and retail mind-set.
• Ability to think globally.
• Language skills, fluent in English.
• HR generalist expert with 5+ years experience ideally within a globally recognised brand.

MEASURES OF SUCCESS

• Healthy relationships with business partners, focused around driving organisation effectiveness, commerciality and making the right decisions for the brand. Measure based on feedback from business partners and from other more senior HR/business leaders.
• Driving talent performance, mobility and capability development. Measure based on: completion of the talent calibrations; existence of talent plans for top talent; the number of internal promotions and internal moves; defined individuals objectives aligned to business objectives; the development of talent (leadership, behavioural and/or business competencies).
• Management of business risks through succession and talent planning. Measure based on existence of robust succession plans and identification/management of key talent risks.
• Effective management of employee relations issues. Measure based on the avoidance of ER cases and the effective handling of ER cases when they arise.
• Effective application of the global People operating model and ways of working. Measure based on the operating model being fully embedded, connectedness and collaboration with other HR teams, application of global processes and accuracy of people data.
• Delivery of HR / business projects and change. Measure based on the effective implementation or roll-out of initiatives and/or organisational changes.

FOOTER

Burberry is an Equal Opportunities Employer and as such, treats all applications equally and recruits purely on the basis of skills and experience.

Posting Notes: Japan || Not Applicable || Tokyo || HR || ASIA PACIFIC - HR BUSINESS PARTNERING || n/a ||