T&T Manager - Organization & Work Transformation - Japanese Client Services - SEA 1

Work you’ll do

In recent years, dramatic changes have been occurring in the HR systems of Japanese companies operating in Southeast Asia. With a population nearing 700 million, Southeast Asia represents a significant economic region where Japanese companies have long established a presence. However, the HR systems that were initially exported from Japan decades ago are now in need of transformation to align with the changing business landscape and operational stages. One growing demand is for HR transformations led by professionals who understand the intricacies of Japanese systems, rather than simply adopting local HR practices.

The second trend involves optimizing operations across the region. While in the past, each branch operated with localized HR systems, there is now a growing movement toward integrating systems and operations within Southeast Asia. Additionally, as regional headquarters in Southeast Asia gain more prominence, some companies are shifting toward transformation initiatives led by these regional HQs rather than continuing with Japan-driven HR systems. In these scenarios, companies are increasingly looking to our firm, which possesses deep expertise in Japanese HR systems and organizational operations, to lead these transformations.

The third major trend involves the need for organizational transformation and system reforms to promote employee growth in line with the rapid expansion of companies in Southeast Asia.

Our Human Capital practice focuses on human-related topics, a field that is deeply influenced by differences in ethnicity, laws, and business practices across the various Southeast Asian countries, making it an exceptionally dynamic and interesting area. Furthermore, since HR is a core function of any organization, our consultants often collaborate with other service lines within our firm, allowing for diverse project themes, including:

• HR system design and implementation
• Talent development design and implementation
• Succession planning and leadership development
• HR organization integration (including M&A)
• HR due diligence
• Employee transition planning for Day 1 post-acquisition
• Integration and design of HR operations
• Change management
• Organizational design
• Strategic planning for labor union relations
• Cost management schemes for personnel expenses

The Human Capital division, which includes our Organization Transformation (ORT) team, is part of one of the largest HR and organizational consulting practices globally, with over 5,000 professionals. Our firm has a wealth of expertise and specialists in areas such as HR strategy, global HR, HR systems, organizational transformation, and HR operations/IT transformation.

Unlike HR boutique firms, we have significant opportunities to collaborate with industry units, audit and tax teams, and financial advisory (M&A) teams, providing a unique advantage. As such, our Human Capital practice at Deloitte Consulting SEA offers consultants opportunities for growth by fostering collaboration and exposure to a wide range of disciplines beyond their own specialization.

In terms of work, the Organization Transformation (ORT) team addresses numerous organizational challenges faced by companies, leveraging deep insights into organizational transformation to support business success. You will be working with both Japanese and Southeast Asian clients, as well as colleagues from Deloitte SEA, driving projects in both Japanese and English across the entire Southeast Asian region.

As Manager, you will demonstrate leadership in a mixed team of local and JCS members, managing projects while using personal strengths to support project and client development.

Your role as a leader

At Deloitte, we believe in the importance of empowering our people to be leaders at all levels. We connect our purpose and shared values to identify issues as well as to make an impact that matters to our clients, people and the communities. Additionally, Managers across our Firm are expected to:

• Develop diverse, high-performing people and teams through new and meaningful development opportunities.
• Collaborate effectively to build productive relationships and networks.
• Understand and lead the execution of key objectives and priorities for internal as well as external stakeholders.
• Align your team to key objectives as well as set clear priorities and direction.
• Make informed decisions that positively impact the sustainable financial performance and enhance the quality of outcomes.
• Influence stakeholders, teams, and individuals positively – leading by example and providing equal opportunities for our people to grow, develop and succeed.
• Lead with integrity and make a strong positive impact by energising others, valuing individual differences, recognising contributions, and inspiring self-belief.