Human Resources Generalist

Fujitsu's commitment to sustainability is reflected in its approach to human resources. As a global leader in digital transformation, we empower our diverse workforce by providing opportunities for career development and growth.

The Strategic Talent Development Partner will provide essential HR services to support business objectives within a country or region. This role will lead HR initiatives that adhere to global standards, ensuring compliance with local legislation and regulations.

• Demand Management: Collaborate with senior HR Business Partners to gather and forecast local requirements for resource planning and management.
• Employee Relations: Serve as a primary point of contact for employee relations activities, facilitating conflict resolution and proactive relationship improvements.
• CASE Management: Deliver Case Management services across the country or region to support the business with sickness absence, grievances, and disciplinary activities.
• 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.
• Drive improvements to HR policies aligned with 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 Centre of Excellence to facilitate the approach to Annual Pay Reviews.
• Workforce Planning: Supports the senior 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 senior HR Business Partners, determine the right location and office attendance strategy.
• Diversity, Equity, and Inclusion (DE&I): Collaborate with CoEs, HR Business Partners, 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 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 Business Partners.
• Communication: Review and approval of local communication charter (internal and external) and ensure communication channels are monitored.
• Occupational Health & Safety (OHS): Close collaboration with OHS Subject Matter Expert to monitor various natural/geopolitical situations as required.
• Merger & Acquisition: Support from a country perspective on M&A activities.