HR People Partner

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Job Purpose:

The HR People Partner (HR PP) will provide critical local HR Services to the business within a country/group of countries. This role will lead and drive HR initiatives, to agreed global standards across business units whilst ensuring compliance with local legislation, in collaboration with and supporting the Strategic HR Business Partners. Working closely with Global CoEs, HR Shared Services and HR Operations to deliver outstanding and end-to-end HR services to colleagues and business leaders.

Key Responsibilities:

• Demand Management: Collaborate with Strategic HR Business Partners to gather and forecast local requirements to plan and manage project demand across the function.
• Employee Relations: Serve as a primary contact for employee relations activities, facilitate conflict resolution, and manage pro-active relationship improvements. Manage the relationship with the local Employee Representative Bodies. Develop the mid to long term ER strategy. Manage the relationship with Employee Representative Bodies. Develop the mid to long term ER strategy.
• CASE Management: Deliver Case Management services across the country/group of countries to support the business with sickness absence, grievances and disciplinary activities. Analyze data and activity to provide insight to the business for development improvements.
• Talent Acquisition Support: Collaborate with recruitment teams to align recruitment strategies with the specific needs of business units.
• Performance Management: Assist managers in conducting performance reviews, addressing underperformance, and implementing improvement plans.
• Compliance and Policies: Ensure adherence to HR policies and procedures, including compliance with local labor laws and organizational regulations and working to agreed global and local HR standards.
• Drive improvements to HR policies in line with the business requirements and changes in local markets.
• Onboarding and Integration: Support the seamless integration of new employees by facilitating an effective onboarding process.
• Data and Analytics: Leverage HR analytics to provide insights into workforce trends, engagement, and productivity, informing decision-making across all levels of the business.
• Employee Engagement: Drive initiatives to measure and enhance employee engagement, ensuring alignment with company culture and values.
• Business Restructures: Manage employee related activities aligned to a business restructure such as Employee Relations, employee exits, redeployment and support activities.
• TUPE: Manage TUPE in / out employee related activities supporting business acquisitions, new business and transition out of customer contracts.
• Annual Pay Reviews: Collaborate with the Reward CoE to facilitate the approach to Annual Pay Reviews.
• Workforce Planning: Supports the Strategic HR Business Partners in the activities that underpin a successful workforce planning strategy, to ensure the smooth execution of the plans.
• Location and Working Practice Strategy: Working closely with the Strategic HR BPs, determine the right location and office attendance strategy.
• Diversity, Equity, and Inclusion (DE&I): Collaborate with CoEs, HR BPs and Global colleagues to implement DEI strategies and foster inclusive workplace environments.
• Risk & Compliance Management: Ensure adherence to risk and compliance management protocols across all HR initiatives.
• Wellbeing: Create and deliver the wellbeing priorities across the local business.
• Employee and Manager Support: Lead the People Operations service to provide support to employees and managers on operational and escalated issues.
• Team Management and Service Delivery: Develop the HR Team to deliver excellent services to the local business in support of the People Plans developed by the HR BPs.
• Own the People Partner Budget: Drive efficiencies across the People Partner unit.
• Communication: Review & approval of local communication charter (internal and external) and ensure communication channels are monitored.
• Occupational Health & Safety (OHS): Close collaboration with OHS SPOC to monitor various natural / geopolitical situations as required.
• Merger & Acquisition: Support completely from country perspective on M&A activities.

Key Skills, Experience and Competencies:

Skills & Competencies

• Building Relationships and Influencing: Strong relationship-building and influencing skills
• Dynamic and Agile: Efficiently managing projects in a fast-paced environment
• Tenacity: Commitment to HR operational excellence and enhancing employee experiences
• Adaptability: Adjusting to new challenges with a problem-solving approach
• Commercial Acumen: Aligning HR strategies with business financial dynamics
• Financial Strategy Alignment: Integrating financial considerations into HR planning
• Project Management: Leading projects to successful completion

Knowledge & Experience

• Employee & Labor Relations: Expertise in employment law and continuous learning
• Local Knowledge: Understanding local labor laws and cultural norms
• Global Knowledge: Good working knowledge of Fujitsu's global HR standards
• Resilience: Remaining effective under pressure

At Fujitsu, we are committed to an inclusive recruitment process that values the diverse backgrounds and experiences of all applicants. We believe that hiring people from a wide variety of backgrounds makes us stronger, not because it's the right thing to do, but because it allows us to draw on a wider range of perspectives and life experiences.