Seibu Prince Hotels Worldwide Establishes New Merit-Based Promotion and Recharge Systems
Seibu Prince Hotels Worldwide Co., Ltd. announced new HR initiatives for fiscal year 2026, including an average 5.3% wage increase and more holidays for all employees. Additionally, the company is introducing a 'Dynamic Step Program' for merit-based promotions, allowing talented individuals to advance regardless of seniority, and a 'Recharge System' to offer re-challenge opportunities for managers. These measures aim to enhance employee engagement and strengthen talent acquisition and development as the company pursues its goal of becoming a global hotel chain.
📋 Article Processing Timeline
- 📰 Published: May 8, 2026 at 23:30
- 🔍 Collected: May 8, 2026 at 15:01
- 🤖 AI Analyzed: May 8, 2026 at 21:20 (6h 18m after Collected)
Seibu Prince Hotels Worldwide Co., Ltd. (Headquarters: 1-16-15 Minami-Ikebukuro, Toshima-ku, Tokyo; President and Representative Director: Yoshiki Kaneda) announced that in fiscal year 2026, in addition to improving employee treatment with an average 5.3% wage increase for all employees and an increase in holidays, it will establish a new merit-based promotion system to create opportunities for outstanding talent to lead the business regardless of age or seniority, and a recharge system to enhance talent mobility, revitalize the organization, and create re-challenge opportunities for managers.
■ Background
Our company made a new start in 2022 as "Seibu Prince Hotels Worldwide," a company specializing in hotel operations. In the "Seibu Group Long-Term Strategy 2035" announced in May 2024, we set the goal of becoming a "global hotel chain originating from Japan" and aim to expand to 250 hotel locations domestically and internationally. To achieve this goal, speedy expansion of locations and high operational capabilities are required to be a company chosen by both customers and owners, necessitating the securing of more highly specialized human resources. As it is important to design systems for developing highly specialized human resources within the company while securing new talent, we are introducing two new HR systems.
■ About the New HR Systems
(1) Merit-Based Promotion System "Dynamic Step Program" to Encourage Voluntary Challenges Regardless of Seniority
The "Merit-Based Promotion System" is an HR system that promotes outstanding individuals who possess the qualities of a management supervisor but have not met the promotion conditions, such as years of service, through recommendation by executive officers or other senior executives. This allows the company to proactively fast-track excellent and growth-oriented individuals to management positions such as General Manager, Department Manager, Executive Chef, Head Chef, and Head of Department/Section at headquarters, who are involved in hotel operations and management.
System Name: Dynamic Step Program
[Start Date] Sequentially from April 2026
[Target Positions] Management supervisors (e.g., General Manager, Department Manager, Executive Chef, Head Chef, Head of Department/Section at headquarters)
[Eligible Individuals] Those who possess the aptitudes required for the position, regardless of age or rank, or those with strong potential expected from past achievements.
(2) "Recharge System" to Create Opportunities for Re-challenge
The "Recharge System" is an HR system for employees who, after holding a management supervisor position, request to reconsider their career as a manager, or who are evaluated as needing further training as a manager. It provides a certain period for work improvement, allowing them to re-challenge. This aims to restore motivation and encourage a desire for re-challenge.
System Name: Recharge System
[Start Date] From April 2026
[Target Positions] Management supervisors and above
Other HR Systems to Realize "Job Satisfaction" and "Ease of Work"
(1) Introduction of Flex-time System and Hourly Paid Leave System
To meet the needs of employees who wish to leave work a little earlier than scheduled due to personal reasons, hospital visits, or childcare, we are revising the system to allow for flexible work styles. This aims to strengthen recruitment competitiveness and improve employee engagement.
System Name | Eligible Individuals | System Overview | Start Date
---|---|---|---
Flex-time System | Headquarters staff | A system where individuals can freely set their working hours if they meet the following two conditions: ① Meet the monthly prescribed working hours, ② Generally work during core time (10:00 A.M. - 3:00 P.M.) | From April 2026
Hourly Paid Leave System | Business site staff | A system that allows employees to divide one day of paid leave into four parts and take it in 2-hour increments. *Annual acquisition limit: up to 5 days | From August 2026
*The above information is as of the release date (May 8, 2026) and is subject to change.
Keywords:
■ Background
Our company made a new start in 2022 as "Seibu Prince Hotels Worldwide," a company specializing in hotel operations. In the "Seibu Group Long-Term Strategy 2035" announced in May 2024, we set the goal of becoming a "global hotel chain originating from Japan" and aim to expand to 250 hotel locations domestically and internationally. To achieve this goal, speedy expansion of locations and high operational capabilities are required to be a company chosen by both customers and owners, necessitating the securing of more highly specialized human resources. As it is important to design systems for developing highly specialized human resources within the company while securing new talent, we are introducing two new HR systems.
■ About the New HR Systems
(1) Merit-Based Promotion System "Dynamic Step Program" to Encourage Voluntary Challenges Regardless of Seniority
The "Merit-Based Promotion System" is an HR system that promotes outstanding individuals who possess the qualities of a management supervisor but have not met the promotion conditions, such as years of service, through recommendation by executive officers or other senior executives. This allows the company to proactively fast-track excellent and growth-oriented individuals to management positions such as General Manager, Department Manager, Executive Chef, Head Chef, and Head of Department/Section at headquarters, who are involved in hotel operations and management.
System Name: Dynamic Step Program
[Start Date] Sequentially from April 2026
[Target Positions] Management supervisors (e.g., General Manager, Department Manager, Executive Chef, Head Chef, Head of Department/Section at headquarters)
[Eligible Individuals] Those who possess the aptitudes required for the position, regardless of age or rank, or those with strong potential expected from past achievements.
(2) "Recharge System" to Create Opportunities for Re-challenge
The "Recharge System" is an HR system for employees who, after holding a management supervisor position, request to reconsider their career as a manager, or who are evaluated as needing further training as a manager. It provides a certain period for work improvement, allowing them to re-challenge. This aims to restore motivation and encourage a desire for re-challenge.
System Name: Recharge System
[Start Date] From April 2026
[Target Positions] Management supervisors and above
Other HR Systems to Realize "Job Satisfaction" and "Ease of Work"
(1) Introduction of Flex-time System and Hourly Paid Leave System
To meet the needs of employees who wish to leave work a little earlier than scheduled due to personal reasons, hospital visits, or childcare, we are revising the system to allow for flexible work styles. This aims to strengthen recruitment competitiveness and improve employee engagement.
System Name | Eligible Individuals | System Overview | Start Date
---|---|---|---
Flex-time System | Headquarters staff | A system where individuals can freely set their working hours if they meet the following two conditions: ① Meet the monthly prescribed working hours, ② Generally work during core time (10:00 A.M. - 3:00 P.M.) | From April 2026
Hourly Paid Leave System | Business site staff | A system that allows employees to divide one day of paid leave into four parts and take it in 2-hour increments. *Annual acquisition limit: up to 5 days | From August 2026
*The above information is as of the release date (May 8, 2026) and is subject to change.
Keywords: