At Fujitsu, our purpose is to make the world more sustainable by building trust in society through innovation. Founded in Japan in 1935, Fujitsu has been a pioneer in technology and innovation for decades. Today, as a world-leading digital transformation partner, we are committed to transforming business and society in the digital age.

With approximately 130,000 employees across over 50 countries, Fujitsu offers a broad range of products, services, and solutions. We collaborate with our customers to co-create solutions that drive enterprise-wide digitalization while actively working to address social issues and contribute to the United Nations Sustainable Development Goals (SDGs).

Purpose:

The Capability HR BP will function as a trusted advisor to the Service Line leadership team, focusing on strategic human capital initiatives that align with the Service Line Capabilities and Fujitsu’s broader business objectives. This role is essential to support the Service Line Capabilities 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 works closely with the Strategic HRBPs and Capability leads for the Service Line to deliver 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 Capability 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 Strategic HRBP and 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.
• Global HR Knowledge: Strong understanding of core HR concepts and practices across multiple countries and regions, with awareness of key differences and commonalities. Detailed local expertise not mandatory.
• Cross-Cultural Effectiveness: Skilled at working with and influencing diverse global stakeholders, demonstrating cultural awareness and adaptability.
• Language Level: Business English