Strategic HR Business Partner

Job Description

Strategic HR Business Partner

Job Location: Pune, Noida, Chennai, Hyderabad, Bangalore, Lisboa, Cebu City, Lodz, Braga, Frankfurt am Main, Heredia, Kuala Lumpur, Taguig City

Location Flexibility

Multiple Locations Globally

Req Id

13477

Posting Start Date

10/21/26

At Fujitsu, we've been driven to create a sustainable world through innovation since 1935. Today, we lead in digital transformation globally with our 130,000 employees across 50+ countries. We empower our diverse community to achieve greatness through career development and opportunities. Explore our internal positions and join us in shaping a brighter future. Thank you for being a part of Fujitsu. We look forward to growing together toward a brighter future.

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)

Global Delivery is Fujitsu’s global delivery engine, powered by more than 16,000 employees across our Global Delivery Centers (GDCs). As we look ahead, our ambition is to shape an AI-driven, human-centric delivery organization, combining the power of AI with the capabilities of our people to drive growth in line with Fujitsu’s strategy. Through our GDCs, we deliver competitive and innovative services to customers via the Regions, and exciting opportunities lie ahead as we accelerate our globalization journey.

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 HRBP for Applications serves as a trusted advisor to the Service Line Leadership Team, connecting business strategy with the people, skills, and organizational capabilities required for future growth.

Strategic workforce management is a critical component of the role . With AI fundamentally changing how work is delivered, roles and skill requirements will continue to evolve. The Strategic HRBP will proactively partner with leadership to understand the impact of AI on the workforce, anticipate future capability and capacity requirements, identify reskilling and upskilling needs, and support the evolution of roles and organizational structures. The objective is to ensure that Applications has the right workforce, with the right skills and capabilities, at the right time, while maintaining a human-centric approach to AI-enabled transformation.

In addition, the role drives strategic talent management, leadership development, organizational change, and broader people initiatives aligned with Service Line and Fujitsu priorities. It provides senior leaders with proactive HR advice, strategic direction, coaching, and solutions to address current and future business and people challenges.

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.
• Leadership Advisory \& AI Leadership : Advise and coach senior leaders on leading through AI-driven transformation, including workforce implications, organizational change, employee activation, trust, and the leadership behaviors required to successfully enable new ways of working. Provide insights and data-driven recommendations to inform decision-making in areas such as people management, leadership development, and cultural alignment.
• 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.
• Talent Management : Drive leadership development initiatives, high-potential programs, and career progression strategies to nurture key talent within the organization.
• Strategic Skills \& Capability Planning : Anticipate future skills and capability requirements arising from AI and technology transformation, identify critical skill gaps, and work with relevant CoEs and business leaders to define upskilling, reskilling, hiring, and workforce-shaping strategies.
• Role \& Workforce Transformation : Proactively assess how AI and automation will change work and roles across the Service Line. Support leaders in redesigning roles and career pathways, including the evolution, creation, or phasing out of activities and capabilities as the delivery model changes.
• AI Adoption \& Employee Activation : Drive the people dimension of AI adoption by strengthening awareness, capability, engagement, and willingness to adopt new ways of working. Partner with leaders to create the environment, trust, leadership behaviors, and learning culture required to embed AI successfully.
• 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, engagem