HR Business Partner

The role entails providing critical local support to the business, ensuring compliance with local legislation in collaboration with strategic partners.

This position is responsible for delivering outstanding end-to-end services to colleagues and business leaders, driving HR initiatives that promote a positive work environment.

• Demand Management: Collaborate with strategic partners to gather and forecast local requirements, aligning business needs with operational goals.
• Employee Relations: Serve as a primary contact for employee relations activities, facilitating conflict resolution and managing proactive relationship improvements.
• CASE Management: Deliver case management services to support the business with sickness absence, grievances, and disciplinary activities, ensuring a fair and just approach.
• Talent Acquisition Support: Collaborate with recruitment teams to align recruitment strategies with business unit needs, identifying top talent and fostering a culture of excellence.
• Performance Management: Assist managers in conducting performance reviews, addressing underperformance, and implementing improvement plans, driving individual and team growth.
• Compliance and Policies: Ensure adherence to HR policies and procedures, including local labor laws and organizational regulations, maintaining a culture of integrity and transparency.
• Drive improvements to HR policies aligned with business requirements and changes in local markets, fostering innovation and adaptability.
• Onboarding and Integration: Support seamless integration of new employees through effective onboarding processes, ensuring a smooth transition and successful acclimation.
• Data and Analytics: Leverage HR analytics to provide insights into workforce trends, engagement, and productivity, informing data-driven decisions.
• Employee Engagement: Drive initiatives to measure and enhance employee engagement, ensuring alignment with company values and culture.
• Business Restructures: Manage employee-related activities aligned with business restructures, supporting change management and minimizing disruption.
• TUPE: Manage TUPE in/out employee-related activities supporting business acquisitions and transitions, ensuring a smooth transfer of staff and operations.
• Annual Pay Reviews: Collaborate with the reward center of excellence to facilitate annual pay reviews, ensuring fairness and equity in compensation practices.
• Workforce Planning: Supports strategic HR business partners in workforce planning activities, forecasting future talent needs and developing strategic plans to address them.
• Location and Working Practice Strategy: Determine the right location and office attendance strategy with strategic partners, balancing business needs with employee preferences.
• Diversity, Equity, and Inclusion (DE&I): Implement DEI strategies and foster inclusive workplace environments, promoting diversity and promoting a culture of respect.
• Risk & Compliance Management: Ensure adherence to risk and compliance management protocols across all HR initiatives, maintaining a culture of responsibility and accountability.
• Wellbeing: Create and deliver wellbeing priorities across the local business, promoting employee health and wellbeing.
• Employee and Manager Support: Lead the people operations service to provide support to employees and managers, ensuring timely interventions and resources.
• Team Management and Service Delivery: Develop the HR team to deliver excellent services to the local business, focusing on exceptional customer experience and quality delivery.
• Adaptability: Adjusting to new challenges with a problem-solving approach, ensuring a flexible response to changing business needs.

Fujitsu is committed to an inclusive recruitment process that values diverse backgrounds and experiences.