Senior Lifecycle Specialist, Employee Relations & Transitions (Greater China/ Japan)

About the Role

Join Remote as a Senior Lifecycle Specialist to manage complex employee exits and provide crucial first-level Employee Relations support for our clients in the Greater China and Japan regions, directly shaping the future of global employment compliance.

Responsibilities

• Independently manage and resolve complex end-to-end employee exits (terminations, resignations, transfers) across multiple international jurisdictions, ensuring legal compliance and a superior offboarding experience.
• Provide expert guidance on key HR matters, including termination procedures, employment contracts, and redundancy processes, adhering to best practices.
• Lead and facilitate critical meetings with clients and employees, such as workforce reduction consultations, negotiations in separations, and delivering termination outcomes.
• Act as the first point of informal escalation, mentoring junior team members and serving as a subject-matter expert on offboarding and first-level employee relations matters.
• Conduct thorough preliminary assessments of workplace concerns, guide clients on progressive disciplinary approaches, and track ongoing employee relations cases.
• Proactively identify and drive process improvements, automation, and product development within the offboarding and employee relations workflows.

Requirements

• Proven experience with a strong background in independently managing voluntary and involuntary exits (terminations) with sensitivity and legal compliance across various jurisdictions.
• Demonstrated experience providing comprehensive HR advice and guidance on employment laws and regulations, particularly relevant to the Greater China/Japan regions is highly valued.
• Solid understanding of employee relations principles, progressive discipline approaches, and fundamentals of workplace investigations.
• Superior communication, influencing, conflict management, and negotiation skills, with the ability to navigate and direct multiple stakeholders through complex processes.
• Ability to interpret industrial instruments, analyze complex HR issues, and translate research into practical solutions, often operating in ambiguous environments.

Nice-to-Haves

• Tertiary qualifications in HR, labour relations, or employment law.
• Experience as an HR Advisor or HR Business Partner with generalist HR competencies across the employee lifecycle.