Strategic HR Business Partner (Applications)

Job title: Strategic HR Business Partner (Applications)

Company:


Job description: Business At Fujitsu, we have embarked on an integrated approach to digitally transform our business and practices, to strengthen Fujitsu’s competitiveness in the digital age. Fujitra gives us the overarching direction in Digital Transformation (DX) EVOLVE is the manifestation of Fujitra within Global Delivery (GD) Global Delivery is Fujitsu’s delivery engine with currently over 21,000 employees across the Global Delivery Centers (GDCs) with an ambition to grow further in line with Fujitsu strategy. Our GDCs provide competitive and innovative services to customers via the Regions and exciting times are ahead of us as we continue to accelerate our Globalization journey. A critical component of our journey is to implement global service lines, standardized across all our Global Delivery Unit locations. HR Our aim is to support the business’s transformation and ensure high employee engagement throughout this journey. Simultaneously, HR is undergoing its own transformation. Through the ONEPeople Program, HR is becoming a truly global organization with a new organizational design and a common global platform (SuccessFactors) Purpose The Strategic HR BP for Applications will function as a trusted advisor to the Service Line leadership team, focusing on strategic human capital initiatives that align with the Service Line and Fujitsu’s broader business objectives. This role is essential to support Applications Service Line in driving talent management, leadership development, and change management across the organization. Providing the business with a pro-active and strategic HR business partnering service and advice on HR matters while keeping consistency through influencing all aspects of HR. This role delivers strategic direction and coaching, support and solutions to meet senior business leadership’s medium- and long-term business and people issues. Key Responsibilities: Workforce Planning: Collaborate with business leaders to assess current and future talent needs, ensuring that workforce plans align with business strategies and succession planning. Succession Planning: Lead initiatives to develop succession plans for critical roles, ensuring a seamless transition and continuity in leadership. HR Strategy: Driving and delivering culture change into the business by working with the relevant HR CoEs to apply appropriate HR interventions, such as Performance Management, Talent Management, L&D, Leadership approaches, etc. Business aspects: Works with the business to ensure any strategic organizational development/change activities are built into the annual HR budget process. Leadership Advisory: Provide insights and data-driven recommendations to support decision-making in areas such as people management, leadership development, and cultural alignment. Talent Management: Drive leadership development initiatives, high-potential programs, and career progression strategies to nurture key talent within the organization. Change Management: Lead or support significant organizational changes, including restructurings, mergers, acquisitions, and cultural transformation efforts. Strategic Recruitment: Work in partnership with talent acquisition teams to create hiring strategies that align with the organization’s long-term business needs. Leadership Development: Offer coaching and mentoring to managers and senior leaders to enhance leadership capabilities across the organization. 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. Diversity, Equity, and Inclusion (DE&I): Collaborate with CoEs to implement DEI strategies and foster inclusive workplace environments. Risk & Compliance Management: Ensure adherence to risk and compliance management protocols across all HR initiatives. Key Skills and Competencies: Building Relationships and Influencing: Experienced in building trusted relationships at all levels of the organization and managing senior stakeholders, with outstanding influencing skills. Strategically Minded: Excellent organizational skills to utilize the wider HR function for transactional support, enabling a focus on strategic outcomes. Leadership: Strong leadership skills to lead and manage a team of Strategic HRBPs, providing guidance, coaching, and support to ensure high-quality service to the business . Dynamic and Agile: Ability to thrive in a fast-paced environment, challenge the status quo, and manage multiple priorities and stakeholders effectively. Tenacity: A driven individual passionate about making the HR agenda successful, contributing to real business outcomes. Commercial Acumen: Partners with the business to deliver commercially focused people strategies, possessing a solid understanding of company finances and operations. Adaptability: Ability to adjust to rapidly changing environments while applying a problem-solving mindset to address people challenges. Resilience: Maintains focus and capability during setbacks, challenges, and organizational change. Financial Acumen: Demonstrated experience in understanding company finances and the ability to align HR initiatives with business objectives to enhance profitability. Presentation & Communication: Ability to present the People & Culture vision across all levels in the organization combined with excellent communication skills.

Expected salary:

Location: Taguig City, Metro Manila

Job date: Fri, 17 Jan 2025 23:32:35 GMT

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