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🍪 Privacy Notice This website uses cookies to improve your web experience. By using the site, you agree to the use of cookies. dismiss Organization Performance & Development Specialist Tokyo, JapanJP People Office – HR /Full-Time (Regular) /Hybrid APPLY FOR THIS JOB ispace is looking for the Organization Performance & Development Specialist to join our growing team in Tokyo. We are a Japan-based company expanding globally in the space industry—an industry with few precedents and no established playbooks. The Organization Performance & Development Specialist is responsible for building an environment where employees can learn, grow, and perform at their best, with Learning & Development as the core focus, complemented by Employee Support and Performance Coaching from the perspectives of dialogue, relationships, and engagement. This role is not about simply operating training programs or HR systems. Working closely with business, organizational, and corporate strategies, you will take end-to-end ownership of: • Defining the talent and skills truly required for business growth in a specialized field • Designing and deploying how those capabilities are developed and embedded within the organization • Creating an environment where learning and meaningful dialogue occur naturally ポジション概要 当社は、前例の少ない宇宙産業において、日本発でグローバルに事業を展開しています。 Organization Performance & Development Specialistは、人材育成（Learning & Development）を主軸としながら、社員一人ひとりが安心して学び、成長し、その力を最大限に発揮できる組織環境をつくる責任者です。 本ポジションは、研修や制度を単に運営する役割ではありません。 経営戦略・事業戦略・組織戦略と密接に連動しながら、 • どのような人材・スキルが事業成長に本当に必要か • それらをどのように育成し、組織に定着させるか • 学習と対話が日常的に起きる組織をどのように設計するか を一貫して構想し、実行していただきます。 このポジションの本質的なチャレンジ • 正解や前例の少ない宇宙産業における人材育成の設計 • 異業界出身者・高度専門職・グローバル人材が混在する環境での学習基盤構築 • 「研修を行う」ことではなく、「学習が起き続ける組織」をつくること • 個人の成長と組織の健全性（Employee Relations）を切り離さずに設計すること #LI-Hybrid Key Responsibilities 1. People Development (L&D) Strategy & Direction • Develop mid- to long-term People Development strategies aligned with business and talent strategies • Define the capabilities and skills required for sustainable business growth • Contribute to talent portfolio design with development as a core assumption 2. Collaboration with Leadership & HR • Visualize, track and report development progress and organizational challenges to leadership & HRBPs • Design development initiatives aligned with job grades, performance, and compensation frameworks • Build an integrated talent strategy in collaboration with Talent Acquisition (“hire and grow”) 3. Design & Execution of Development Programs • Update and continuously improve onboarding programs for new hires and mid-career employees • Plan and operate management and leadership development initiatives • Design development programs for professional roles (engineering, business, corporate functions), support deployment and progress monitoring • Support early ramp-up and learning for employees transitioning from other industries 4. Learning Infrastructure & Development Frameworks • Build learning architectures and development roadmaps • Design non-training initiatives such as OJT, 1-on-1s, mentoring, and internal communities • Select and leverage LMS platforms and external learning resources 5. Organization Performance • Baseline and improve employee engagement through annual survey. Provide survey analysis, reporting and response & improvement actions • Support and enable managers to drive performance through engagement, feedback, dialogue and support for their team members • Collaborate with HRBPs and managers to enhance performance management, including liaising with legal and other advisors to provide compliance advice on employee relations & policy matters 主な業務内容 1. People Development（L&D）戦略・方針の策定 • 経営戦略・事業戦略・人材戦略に基づくPeople Developmentの中長期方針策定 事業成長に必要なケイパビリティ・スキルの定義 • 育成を前提とした人材ポートフォリオ設計への参画 2. 経営・人事との連携 • 経営陣への育成状況および組織課題の可視化、提言 • 等級・評価・報酬制度と連動した育成施策の設計 • 採用（TA）と連携した「採って・育てる」一貫した人材戦略の構築 3. 人材育成プログラムの設計・実行 • 新入社員／中途社員向けオンボーディングプログラムの設計・改善 • マネジメント・リーダーシップ開発施策の企 ... (truncated, view full listing at source)