Purpose of Role:

The HRBP leads and manages the people management related matters and acts as the facilitator for the management team. Fully contributes to the success of their Business partners, shares the responsibility for the goals and targets delivery. Translate business requirements into effective HR practices, delivering people solutions aligned to business objectives. The HRBP actively supports discussions, facilitates local implementation of global initiatives and transfers best practices from different functions in the organization.

 Key activities:

• Act as a single point of contact and advisor for managers and employees.
• Proactively supports the delivery of HR Processes.
• Contributes to business analysis to support growth, recognizing business trends, their impact on the business, and able to forecast potential obstacles to success.
• Facilitates implementation of business strategies to make them real to the employees of the company.
• Provide instant and immediate feedback on all HR processes, procedures and initiatives.
• Lead HR project and initiatives for their business area and cross – functionally.
• Actively identifies gaps, proposes and implement changes necessary to cover risks.
• Acts as the performance improvement driver and provokes positive changes in the people management.
• Work at an operational level with multiple stakeholders.
• Keep HR processes in a full compliance with the legal and regulatory (internal, external) framework.

Specific responsibilities per area: 

Recruitment & Selection

• Agree need for vacancy/resource with their business area management team.
• Perform positions and salary mapping when required.
• Support Internal recruitment / Internal Move process.
• Cooperates with talent acquisition team.
• Support the recruitment process for the managerial and the key level position if necessary.
• Support onboarding and induction.

Employee Relations

• Act as the first line of contact in Human Resources for any employee relations issues involving employees between entry level and Senior Managers.
• Ensure that the Head of HR is made aware of any sensitive employee relations issues.
• Ensure that any employee relations issues are resolved with a full compliance with the legal and regulatory (internal, external) framework.
• Contributes to policy development.
• Support, develop and coach people managers to manage employee relations issues using Fujitsu policies, procedures (external and internal) and best practice, ideally resolving issues where possible informally.
• Leads on employee engagement initiatives, listening to employee opinion and keeping abreast of the employee relations climate.  

Learning & Development/ Performance Management/ Talent Management

• Identify within and across their business area trends and possible needs for intervention and liaise with Learning and Development Team to discuss appropriate interventions (Fast Tracks, Development Programs/ Initiatives).
• Initiate and drive development programs with cooperation with L&D team.
• Identify and prepares development plans for the key employees and high potential employees.
• Initiate and drive Performance Review Process; support their business area.

Promotions

• Manage all promotions up to Senior Management career level in consultation with the relevant L3 and Head of HR to ensure reflection of competence, diversity and comparability for roles within and across business areas.
• Work with management team to ensure any salary revisions are aligned within new roles.
• Manage salary revisions timelines.

Reward & Remuneration

• Support the Head of HR with the Salary Review Process up to and including Senior Operations Managers.
• Working with Head of HR to identify issues which need to be considered and factored into strategy.
• Ensure salary review is complete on time / to budget and accurately reflects consistency across GDC Poland.

Competencies:

• Fluent in verbal and written English
• At least 2 years of experience in a similar role
• University degree in relevant field (eg. Human Resources, Management)
• Experience in working in demanding professional environments
• Strong customer orientation and business awareness
• Experience managing and executing day-to-day resource management processes.
• Excellent attention to detail and solid analytical skills
• Highly organized
• Excellent communication – ability to communicate clearly with customers, colleagues and managers.
• Excellent problem solving – ability to fix issues, being resourceful, and not giving up easily
• Ability to:

• prioritize tasks based on business requirements
• manage multiple projects simultaneously and drive towards results
• manage through ambiguity and practicing judgment to drive clarity
• work to tight deadlines without compromising quality
• challenge more senior managers, if required