"Career Ownership Management Award 2026" Grand Prix in SME Category, Following Two Consecutive Years of Excellence Awards, Evolution of Human Capital Management Receives Highest Recognition

Resil Inc. (Headquarters: Chiyoda-ku, Tokyo; Representative Director and President: Yasumi Tanji; hereinafter "the Company"), which upholds "continuing to resist social issues as a focal point" as its purpose, is pleased to announce that it has received the Grand Prix in the SME category of the "Career Ownership Management Award 2026" (hereinafter "this Award").

The Company has previously received the Excellent Award in the "Corporate Culture Transformation Category" in 2024 and in the "HR Transformation Category" in 2025 for this Award, marking its third consecutive year of recognition. Furthermore, this year, it has surpassed these previous Excellent Awards to receive the Grand Prix, the highest honor across all categories.

The current award highly recognized the company's integrated redesign of business strategy, organizational strategy, and human resource strategy to realize the unexplored domain of a "distributed energy platform," structurally implementing career ownership as the management foundation itself. In particular, the advanced nature of modeling each employee's "willful growth" as a reproducible mechanism using generative AI and connecting it to actual business results led to this Grand Prix award.

About the "Career Ownership Management Award 2026"

This Award is held to achieve sustainable growth for individuals and organizations. It aims to introduce excellent human capital management practices to society by recognizing companies that practice the three perspectives of career ownership management (visualizing, increasing, and connecting career ownership human resources with management and business) to promote "new relationships between individuals and companies," thereby maximizing human capital.

Review by the Judges

The essence lies in the integrated redesign of business, organizational, and human resource strategies to realize an unexplored distributed energy platform, structurally implementing career ownership as a management foundation. In particular, there is high innovativeness in structurally capturing the effects of human capital investment, modeling "willful growth" as a reproducible mechanism, and connecting introspection, verbalization, and challenges to business results using generative AI.

Furthermore, it is also characteristic that the company connects employees' proactive challenges to behavioral change through Rezil Cultivate College (RCC) and the FA system/internal recruitment system, linking them to concrete business results such as major M&A and the creation of decarbonization models.

This is an excellent example of human capital management that carefully verbalizes each employee's strengths, direction, and sense of contribution, and links their growth to the improvement of corporate value.

Initiatives for Human Capital Management

Since fiscal year 2022, the Company has promoted human capital management under the philosophy of "If working styles don't change, business models don't change." Starting with the establishment of a foundation for "ease of work" through system reforms, and progressing to the improvement of "job satisfaction" through culture building, since fiscal year 2025, it has evolved into Phase 3, operating human capital investment with reproducibility and an ROI perspective.

In this Phase 3, the human resource policy of "willful growth" is not just a philosophy; by utilizing generative AI and data analysis, each employee's autonomy and sense of contribution are structurally visualized and implemented as a management foundation. By quantitatively analyzing "willful growth" based on employee surveys and modeling how autonomy and a sense of contribution are fostered, it has become possible to verify the effectiveness of human capital investment and enhance measures.

As a result, employees' proactive challenges have led to concrete business results such as leading major M&A, creating Japan's first decarbonization model, and acquiring international environmental evaluations, demonstrating that human capital management directly links to the improvement of corporate value. Furthermore, steady results have been achieved in terms of organizational culture, such as two consecutive years of certification as a "Great Place to Work" by GPTW.

〈Resil's Initiatives〉

- Support for introspection and career verbalization using generative AI (Gem)

Visualizes each employee's Vision (desired state), Uniqueness (strengths), and Contribution (sense of accomplishment), and verbalizes their strengths and growth themes to connect daily work with career vision. It also provides support functions to managers to standardize the quality of 1on1s and development support.

- Provision of systematic learning opportunities through RCC (Rezil Cultivate College)

This is an in-house university system that connects development themes clarified through AI-based introspection to systematic learning programs. It supports the entire process from learning to practical application and reflection, transforming employee growth into practical skills.

- Expansion of challenge opportunities through the FA system and internal recruitment system

Established as a mechanism for employees to autonomously choose their careers and acquire challenging opportunities. It connects the desire for growth to actual role expansion, transfers, and new business challenges, linking "willful growth" to behavioral change.

- For managers, "willful growth"