HR Strategist

The role of HR Business Partner is pivotal in delivering local HR services to the business within a country or group of countries. This position drives and leads HR initiatives across business units, ensuring compliance with local legislation in collaboration with Strategic HR Business Partners.

• 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 proactive relationship improvements. Manage the relationship with the local Employee Representative Bodies. Develop the mid to long-term ER strategy.
• CASE Management: Deliver Case Management services across the country or 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: 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.

• Building Relationships and Influencing: Strong relationship-building and influencing skills are essential.
• Dynamic and Agile: Ability to efficiently manage projects in a fast-paced environment.
• Tenacity: Commitment to HR operational excellence and enhancing employee experiences.
• Adaptability: Willingness to adjust 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: Leadership in projects to successful completion.

• 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.

This role offers opportunities for growth and professional development in a dynamic and supportive environment.

Please note that this job description may be subject to change based on business requirements.