*This article was originally written in Japanese and has been translated by a machine translation tool for your convenience. Please forgive any errors in translation. You can find the original Japanese article [here].

SmartNews celebrates employees who truly embody our Core Values each month through the SmartNews Igniter recognition program. This month, we introduce Mayu Kumaki, our Manager of US HR Operations.

Mayu’s official commendation is for "consistently taking a proactive approach to any mission, building strong trust with stakeholders, and seeing projects through to the end." Yet, when we asked her about it, her surprising answer was: "I was genuinely surprised to be chosen because I didn't lead any high-profile projects."

This proves that great success isn't the only thing that gets noticed. It’s about sincerely tackling your daily, foundational work and consistently delivering. This unwavering commitment is the bedrock of trust that drives a global organization. Through Mayu's words, we explore "Outcome Obsession," one of the Core Values cherished by SmartNews.

【Profile】

Mayu Kumaki
Manager, US HR Operations 

Mayu joined SmartNews after gaining a decade of recruiting experience at a Japanese-affiliated US company. During the early days of the US office, when it only had a handful of employees, she took on a wide range of roles, primarily in HR but also supporting various Corporate functions. Her consistent sense of responsibility and commitment to seeing things through, while building strong trust with stakeholders, led to her selection as a SmartNews Igniter in July 2025. She currently serves as the Manager of US HR Operations, overseeing the entire employee lifecycle for US employees, from payroll to onboarding and offboarding support.

― Congratulations on your SmartNews Igniter award! First, could you tell us about the mission of the "US HR Operations" team you lead?

Thank you! The US HR Operations team currently consists of two people, providing various support, including core operations like payroll, throughout the employee lifecycle from onboarding to offboarding. We cover a wide range of areas, and we work hand-in-hand, cooperating with many other teams daily.

― What led you to SmartNews?

I worked for a Japanese-affiliated recruiting company based in San Francisco for about 10 years, during which I also gained experience helping the company expand into Mexico. When I left after the 10-year mark, an agent who was assisting SmartNews with recruiting reached out to me.

When I first interviewed, the US office had only about 15 or 16 employees. As part of the interview process, they invited me to an office lunch. I remember everyone going out to buy lunch together, regardless of their team affiliation, and coming back to eat together. I felt an incredible sense of unity. I was also deeply impressed by how passionately everyone spoke about the company's mission during lunch. This experience solidified my strong desire to work with these people, and I decided to join. The opportunity to speak with SmartNews leaders during the interview process also cemented my decision to switch jobs.

― Can you recall any specific actions of your own that might have led to your selection as an Igniter?

Honestly, I can't think of any specific episodes because I haven't been working on any special projects lately (laughs). So, if my regular work performance was what was recognized, I am truly impressed that the selection committee considered even the less visible aspects of my job.

― In fact, we hear you were recognized not for one specific project, but for your consistent, responsible approach to daily HR tasks—ensuring their complete execution, even in challenging situations.

Thank you. Due to the nature of HR work, nearly all tasks are ones that must be completed. Many of our jobs have clear deadlines, so meeting them is a fundamental prerequisite. Also, because we handle many sensitive matters, we have to carefully consider not just the deadline, but also the method of communication and how we proceed to execute tasks steadily. Since the work involves people, I feel a great deal of responsibility.

For us, completing the work is simply our day-to-day routine and our core responsibility.

― How do you secure cooperation from stakeholders in difficult situations?

First and foremost, I prioritize avoiding surprises. If I need support from someone, I always make sure to give them a "heads up" (advance notice) before the issue escalates. If you spring a request on someone unexpectedly, they'll need time to process and accept it.

To this end, I make an effort to share information regularly with the members and teams I work with most closely, constantly striving to anticipate needs and prevent surprises. For crucial matters, I ensure we have even a short meeting so that all stakeholders have shared context and can move forward together.

― That sense of responsibility certainly connects to "Outcome Obsession," one of our Core Values.

That’s true. A lot of HR work has very clear, measurable goals, which may make it easier to naturally commit to the outcome. I am certainly always conscious of "Outcome Obsession."

Funnily enough, I’m the type of person who finishes my summer homework at the very last minute (laughs), but work is different. I manage tasks on my calendar, check my progress every day, and approach the work with a strong resolve to complete it by the deadline. Also, to ensure there are no omissions, I consciously work with stakeholders beforehand to identify any potential concerns or unclear points and make sure they are translated into concrete tasks.

Of course, urgent requests come up, and sometimes due to busyness, work gets pushed to the very last minute—but I always see everything through.

― What is your secret to "building strong trust" with members from diverse backgrounds?

Since I joined, I haven't really felt a significant barrier due to cultural differences. So, I don't consciously think about it much, but I make sure to greet people properly when I see them, and I consciously talk to those in Japan on Slack to ensure I "don't lose touch." Perhaps the accumulation of small, daily communications is what's most important.

On days when I'm in the office, I chat with members of other teams, and sometimes we have casual online check-ins. While we discuss work, we have many unique members, so we often get into lively conversations about hobbies and private life. I feel that knowing a little bit about each other makes work communication much smoother.

I sometimes go out for drinks with my team members, too. We even took a private trip to Las Vegas together (laughs)! We're serious about our work, but we also know how to have fun when the time is right. I value that balance.

― How has the company changed since you joined?

When I joined, everyone had a very wide scope of responsibilities. We were a group of generalists, with everyone learning new things daily and handling a variety of tasks. Now, more professionals with deep expertise in their respective fields have joined, and I feel the organization has become much more established.

As the company continues to grow and the organization expands, there's a risk that employee connections could become diluted. In this context, I believe it’s vital to consciously create opportunities for individuals to share their expertise and learn from each other within the company.

By strengthening employee trust, maintaining cooperation, and continuously learning from one another, we can ensure further growth for both the company and the individual.

― Finally, do you have a message for future colleagues?

SmartNews is currently working on projects to further enhance the employee experience. We are continuously making improvements to make your journey from joining to leaving a better one, so I strongly encourage you to come and experience it. I would be delighted if we can make SmartNews an even more rewarding place to work and grow together with all of you.

Interview/Text/Photography by Inside SmartNews Editorial Team (Sota Umeda)