.The Strategic HR BP for HIT & DWP 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 HIT & DWP 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 ResponsibilitiesWorkforce 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
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