HR/大手戦略コンサルティングファームの求人

●職務上の責任
1.パフォーマンス・マネジメント（主軸）
・目標設定から期中運用、評価、フィードバックまで、年次／半期の評価サイクル全体を設計・運営
・評価基準、ルール、ガイドラインを策定し、全社での一貫した運用を担保
・評価データを収集・可視化・分析し、経営層へ示唆を提供
・評価に関する問い合わせ対応、課題整理、関係者（HRBP・事業側）との調整窓口を担う

2.L&D連携（副次的役割）
・評価結果や育成テーマに基づき、学習ニーズを整理
・L&D責任者と連携し、施策設計を支援

● 主な業務（評価領域）
・個人／チーム／組織目標と整合した評価制度の設計・運用
・評価サイクルの計画・進行管理
・自己評価、上長評価、キャリブレーション等の運営支援
・評価データ分析およびレポーティング
・評価課題の特定と改善施策の実行
・ガバナンス維持、方針周知、一貫運用の担保
・必要に応じた社員・管理職への個別支援

● 副次的業務（L&D支援）
・評価結果を育成テーマへ落とし込み共有
・育成対象やテーマの特定支援

1) Performance Management (Core Offering)
Design and run the end-to-end performance cycle (e.g.,
annual/semiannual) from goal setting through in-cycle execution,
review, and feedback.
Develop performance criteria, rules, and guidelines, and ensure
consistent application across the company.
Collect, visualize, and analyze performance data and provide insights to
management.
Serve as the primary point of contact for performance management
inquiries, issue triage, and stakeholder coordination (e.g., HRBPs and
business leaders).
2) L&D Linkage (Secondary Offering)
Consolidate learning needs based on performance outcomes and
development themes (e.g., skill gaps).
Partner with the L&D owner to support solution design (e.g., input for
program planning, defining target audiences, and aligning on
measurement).
Role Expectations
3.1 Primary Responsibilities (Performance Management Focus)
Define, implement, and operate the performance management
framework aligned to individual, team, and organizational goals.
Plan the performance cycle and manage execution (reminders,
timelines, stakeholder coordination) to ensure on-time completion.
Prepare and support review processes (e.g., self-review, manager
review, calibration) by organizing required inputs and materials.
Collect and analyze performance data; visualize trends (distribution,
averages, variance, differences by org/unit) and report findings to
senior management.
Roland Berger | 2
Identify drivers of performance challenges (e.g., skill gaps, misalignment
of evaluation criteria, process inefficiencies) and execute improvement
actions.
Maintain governance by updating guidance, communicating key
messages, and ensuring performance policies and procedures are
applied consistently.
Provide ad-hoc support to employees and managers to improve the
quality of goal setting and feedback when needed.
3.2 Secondary Responsibilities (L&D Support)
Translate insights from performance reviews into learning and capability
development themes and share them with the L&D owner.
Support the identification of development topics and target populations
based on inputs such as annual interviews.

・日本語/英語によるビジネスレベルのコミュニケーションスキル（メール、会議等）
　※グローバルHQとのMTG等が発生するため、ビジネス会話レベル

・学士号必須（修士号尚可）

・評価制度／タレントディベロップメント領域での実務経験2年以上
　※大手企業等で評価制度以外の領域の単一経験は対象外

・ビジネス状況の変化により生じるミッションの変更等にも対応できる柔軟な対応力

Qualifications and Experience
Bachelor’s degree or equivalent qualification required (Master’s degree
preferred).
2+ years of experience in Performance Management and/or Talent
Development (experience in a consulting firm is a plus).
Skillsets
Ability to communicate effectively with stakeholders and escalate
appropriately when needed
Program/operations management skills to run annual cycles (tracking,
reminders, coordination, follow-up)
Strong discipline in documentation and process operations (executing via
SOPs, FAQs, templates, and checklists)
Customer-support mindset for inquiry handling, issue triage, routing, and
escalation
Basic facilitation skills to support orientations, briefings, and trainings
Ability to handle sensitive people data appropriately (privacy, access control,
secure storage)
Technical skills (Excel, PowerPoint)
Roland Berger | 3
Strong analytical skills
Excellent verbal and written communication skills in Japanese and English
Ability to establish credibility as a key business partner to senior management
Demonstrated ability to operate with a high level of confidentiality,
consistency, and fairness
Strong listening and communication skills, with the ability to build effective
collaborative relationships
Strong teamwork skills in a multicultural environment

大手戦略コンサルティングファーム

世界的戦略コンサルティングファーム。戦略系コンサルティング会社のマッキンゼー、ボストン・コンサルティング・グループ、アクセンチュア、ベインアンドカンパニー、A.T.カーニー、アーサー・D・リトルなどが主な競合として挙げられる。コンサルティングに特化したコンサルティングサービスを提供している。クライアントの業界としては、消費財、自動車などの製造業、再生エネルギー、医薬、化学、金融、流通、運輸、ITなど幅広い業界で実績を保有。