HR Business Partner

Telexistence develops AI-powered robotics systems that expand automation beyond the factory. We design, manufacture and operate robots across every domain where robots can be useful, developing hardware, software, AI and teleoperation technology entirely in-house. Our TX Ghost robots restock beverage shelves in convenience stores, including 7-Eleven locations, and we are building humanoid systems and physical AI foundation models using operational data from robots already deployed in the field.

As an HR Business Partner, you will work closely with people managers across the organization to deliver HR programs that support business performance and employee engagement. Partnering with managers through the performance cycle, employee relations matters, and workforce analysis, you will help translate people data into practical actions that strengthen team effectiveness and organizational health.

You will join a People & Organization team that is still being built, working across our group companies. This is a role for someone who is comfortable establishing processes as well as running them.

As an HR Business Partner, you will work closely with people managers across the organization to deliver HR programs that support business performance and employee engagement. Partnering with managers through the performance cycle, employee relations matters, and workforce analysis, you will help translate people data into practical actions that strengthen team effectiveness and organizational health.

You will join a People & Organization team that is still being built, working across our group companies. This is a role for someone who is comfortable establishing processes as well as running them.

Business Partnership & Organizational Alignment

• HR Partnership: Serve as a primary HR point of contact for people managers and team leads, providing day-to-day guidance on people-related matters and supporting consistent, well-informed decisions.

• Role & Organizational Clarity: Support organizational change and role definition initiatives, maintaining accurate organizational data and identifying structural gaps such as vacancies and succession risks.

• Workforce Planning Support: Contribute to workforce planning by providing headcount, attrition and hiring status data, and monitoring progress against plan.

Performance & Talent Management

• OKR & Performance Management: Partner with managers throughout the goal-setting and performance evaluation cycles, supporting evaluation writing, goal quality, reward discussions, and promotion and performance improvement processes.

• Talent Review & Succession Planning: Prepare talent review materials and maintain supporting data to help identify high-potential talent and succession needs for key roles.

• Manager Capability Development: Deliver manager training modules covering performance, reward and change management, and coach managers on feedback and effective people conversations.

HR Data & People Analytics

• Data Integrity: Maintain the accuracy and consistency of organizational and employee data, including structure, headcount and employee movement records.

• People Analytics: Analyze turnover, attrition, engagement and workforce composition data to produce clear and reliable insights for the business.

• Insight to Action: Translate analysis into practical recommendations for managers and support implementation through to completion.

Employee Relations & Internal Branding

• Employee Relations: Manage employee relations cases from initial consultation through fact-finding, documentation and resolution, escalating matters involving legal or compliance considerations.

• Retention: Identify retention risks at an early stage and work with managers to design and implement appropriate interventions.

• Exit Interviews: Conduct exit interviews and consolidate findings into actionable insights, handling confidential information with appropriate discretion.

• Employee Experience & Internal Communication: Support onboarding, engagement survey follow-up and internal communications in both Japanese and English to strengthen employee experience across a multinational workforce.

Must Have

• Business-level proficiency in Japanese and English, including written communication.

• Approximately 3–5 years of HR experience, including at least one year in a role directly supporting people managers.

• Strong analytical skills, with the ability to work with HR data and present findings clearly and accurately.

• Demonstrated ability to build trust with stakeholders and handle sensitive conversations with professionalism.

• Sound judgment in handling confidential and sensitive information.

• Excellent written communication skills, with strong attention to accuracy and detail.

Nice to Have

• Experience in a high-growth or scale-up environment.

• Experience supporting multi-entity, cross-border or multinational organizations.

• Experience supporting frontline, shift-based or part-time employee populations.

• Experience handling employee relations investigations.

• 社労士科目合格, SHRM, HRCI or an equivalent HR certification.

IDEAL CANDIDATE PROFILE

• Comfortable establishing processes in a growing organization, not only operating established ones.

• Strong sense of ownership, seeing issues through to resolution.

• Collaborative and able to build credibility with managers across functions and cultures.

• Interest in technology-driven structural change.