[ Japanese ]

The Sekisui House Group believes human capital value is maximized when autonomous employees are aligned with the direction the Company is pursuing. To enhance human capital value, we aim for an alignment of efforts, where Sekisui House’s vision and strategies are fully understood and embraced by employees. Accordingly, we train leaders capable of properly promoting and implementing our Corporate Philosophy and strategies as we focus on recruiting and optimally.

Building our leadership pipeline

The Group places importance on training leaders capable of promoting and implementing our Corporate Philosophy and strategies, and is therefore undertaking initiatives aimed at developing future leaders who can creatively respond to change and drive innovation.

Keiei-juku management training program

We have held the Keiei-juku management training program since 2018 to develop future candidates for important positions and roles. We identify potential top management candidates and provide opportunities for them to advance their skills and experience by nurturing insight, character, management skills, and leadership. As of the sixth term in FY2025, a total of 295 participants have completed the program.

SHINE! Challenge Program

Since October 2019, the SHINE! Challenge Program (Sekisui House Innovators and Entrepreneurs Challenge Program) has trained future business leader candidates under the age of 35. The approximately nine-month specialized program aims to train participants in leadership skills and abilities, as well as issue identification and project design skills. As of FY2025, 98 participants have completed the course, with an additional 20 new participants selected for the program’s sixth term in FY2025.

Leadership Pipeline for Cultivating the Next Generation of Business Leaders

Leadership development and management training

Sekisui House conducts various training programs targeted at management level employees. Training for new managers is divided into sections: risk management, career interview training, evaluation training, and problem-solving reinforcement. This encourages managers to acquire skills and knowledge in each area. We also conduct integrity management training for newly appointed branch heads and general managers, aimed at strengthening the management and human resource development capabilities of every branch and team, as well as revitalizing the organization.

Succession planning

Since 2021, we have held the Succession Plan Council to identify candidates for executive officers, operating officers, and others in key positions. The council aims to deliberate the nomination of these candidates in a highly transparent manner from a diverse, Company-wide perspective. Specifically, the council prepares individual training plans for all candidates, conducts periodic progress checks to further enhance our leadership pipeline, and monitors the succession readiness rate.¹ In FY2024, the succession readiness rate was 211.1% (of which, 182.4% was within three years and 64.8% within one year). We expanded this plan to several companies in 2023.

Multi-rater assessment

We conduct multi-rater assessments for management-level employees to help them gain insights by reflecting on their own management practices and to drive behavioral transformations. Feedback is provided to these employees based on responses from supervisors, colleagues, and team members to 42 questions regarding leadership expectations. Moreover, when giving feedback, we offer opportunities for individual coaching and follow-up discussions to encourage self-reflection and behavioral change, assisting participants in assessing whether their intended actions have led to improvements in their management.

Based on the personnel needs of each business unit's strategy, we are actively working to recruit and develop the talent required for sustainable growth, while ensuring the appropriate allocation of personnel who can both deepen existing businesses and take on new ventures. In particular, amid the significant changes brought about by the expansion of our international business, we have strengthened mid-career recruitment—mainly in corporate functions—to enhance diversity and professional expertise. In FY2025 we hired 16 global personnel. We are also focusing on developing talent from domestic business divisions, and with the overseas transfer of 35 employees across all roles in FY2025, we are aiming to strengthen systems for expanding our business through the aspects of both recruitment and development.

Recruiting personnel based on business strategies

Recruitment of new graduates

We have been actively promoting the employment of new female graduates since 2005 as a business strategy amidst society’s rapidly diversifying housing-related needs and changing lifestyles. As a result of our steady efforts to create environments where women can thrive, the ratio of women among the new graduates joining the Company in 2026 is around 50%. By establishing an environment where diverse individuals can participate, we aim to improve our retention rate and facilitate organization-wide growth.

Recruiting talented individuals with specialized skills for immediate assets

We position “D&I of knowledge and experience,” in which talent with diverse experiences and career backgrounds brings new perspectives and expertise to the organization, as an important policy for promoting diversity and growth. Based on this approach, we are also actively working to secure professionals with specialized skills who can contribute immediately.
　　Various methods of onboarding are in place, along with a system and compensation structure that appropriately evaluates individual expertise and abilities. Additionally, we encourage the assignment of mid-career hires to managerial positions, creating environments where specialized human resources can maximize their potential.

Welcome Home Program (Alumni program)

To create new opportunities for former employees (alumni) to return and thrive at our Company, we introduced the Welcome Home Program starting from December 2024. The program was developed by revising the previous Retiree Reinstatement Registration Program based on the ideas of an employee who participated in the Sekisui House Innovation & Performance (SHIP) Awards. We have also launched a dedicated website to maintain connections with former employees, providing registrants with Company news, job information, interviews with returnee employees, and opportunities for interaction through alumni events. In FY2025, six employees joined the Company through this program.

Talent management system

In February 2021, we introduced a talent management system that allows each employee to see a real-time visual representation of their goals and skill levels. For transfers and development, we have built a dashboard in the talent management system that allows organizational leaders to check the status of their organizations at a glance, and have established a data environment that is useful for decision-making. The introduction of this common system among Group companies contributes to maximizing the abilities of our human resources and allows us to centrally manage personnel information for over 26,500 employees.
　　In addition to performance evaluations, career ambitions, multi-rater assessments, and the results of external assessments, we store information such as records on career interviews and skills. This data is used in succession planning and human capital management meetings for appointing directors and officers. Consequently, we have improved conditions, enabling upper and middle management to make data-based decisions.
　　Furthermore, in new graduate recruitment, we analyze and identify the talent requirements of high-performing employees and carefully select candidates who meet these criteria, thereby securing high-potential talent. In post-entry selective training programs as well, we leverage a wide range of talent data, including aptitude assessment results.

Internal job posting program

We revamped our internal job posting program in September 2022 to better support our employees in realizing their desired careers. This program is applicable to a wide range of positions, including those at Group companies. Employees apply based on their own preferences, go through a selection process, and then transfer to new positions. This process provides an environment that allows each employee to showcase their individual abilities. To encourage self-directed career development and to respond flexibly to changes in management environments, business strategies, and organizational structure, we aim to place the right person in the right role throughout the entire Group.
　　We clearly state the personnel sought and required skills on the Company intranet when internally recruiting. Additionally, we ensure all employees are aware of available positions through emails from our secretariat. We have also made it possible for employees to view the business activities of each Group company as well as departments in the head office through each department’s homepage on the Company intranet. In FY2025, 275 employees applied for 159 positions, resulting in 52internal transfers.

Utilizing Human Resource Data in Personnel Recruitment

English learning program

With the further acceleration of our overseas business, it is an urgent priority to develop leaders at overseas business sites who can perform at a level equal to or exceeding that in Japan, including technical personnel for the transfer of Sekisui House technologies and corporate department personnel responsible for promoting governance networks. To this end, starting in 2024, we have been providing year-long practical language and cross-cultural understanding training programs, primarily for candidates for overseas assignments and corporate department personnel. 87 participants have attended these programs thus far.