Talent Acquisition Business Partner (Jr. Specialist)

Position Title: Talent Acquisition Business Partner (Specialist)

FJ Level: FJ 09

Reporting to: Sourcing and Global Recruitment Lead

Role Purpose:

The Talent Acquisition Specialist supports end-to-end recruitment delivery for assigned hiring requirements, working closely with hiring managers, recruiters, sourcing partners, HR teams, and candidates. The role helps progress requisitions through the recruitment lifecycle by supporting intake discussions, sourcing coordination, screening, interview scheduling, candidate engagement, offer coordination, and recruitment administration while ensuring quality, compliance, and a positive candidate experience.

This position serves as a recruitment support partner for assigned hiring areas and helps ensure the recruitment process is delivered consistently, accurately, and in line with agreed timelines and standards.

The role sits within HR Talent Acquisition and contributes to hiring outcomes through requisition coordination, candidate pipeline support, stakeholder communication, recruitment tracking, process compliance, and continuous improvement of day-to-day recruitment activities.

Key Accountabilities:

Recruitment Support & Stakeholder Coordination

• Support engagement with hiring managers to understand role requirements, hiring priorities, timelines, and recruitment process expectations.
• Share recruitment updates, talent availability observations, and practical recommendations to support hiring decisions.
• Assist in converting hiring requirements into clear role briefs, sourcing inputs, screening criteria, and recruitment activity plans.
• Track hiring demand, requisition progress, and recruitment risks for assigned roles, escalating issues where required.

End-to-End Recruitment Delivery

• Support assigned requisitions across the hiring lifecycle, including intake preparation, sourcing coordination, screening support, interview scheduling, candidate communication, offer coordination, and closure activities.
• Coordinate recruitment activity with sourcing partners, hiring teams, vendors, and cross-functional stakeholders supporting the assigned portfolio.
• Review pipeline quality, candidate relevance, interview progress, ageing requisitions, and hiring bottlenecks to ensure timely delivery.
• Follow agreed service levels, governance standards, requisition priorities, and recruitment operating rhythms.

Recruitment Coordination, Collaboration & Best Practice Sharing

• Collaborate with recruiters, sourcers, and recruitment team members to support delivery quality, stakeholder communication, and recruitment discipline.
• Monitor assigned requisition progress against agreed recruitment metrics, workload expectations, and hiring priorities.
• Support onboarding, capability building, knowledge sharing, and adoption of recruitment best practices within the team.
• Identify delivery gaps, process issues, or capability needs and recommend practical actions to improve recruitment effectiveness.

Hiring Manager Advisory & Assessment Support

• Guide hiring managers on intake inputs, interview scheduling, feedback timelines, and candidate experience expectations.
• Facilitate alignment on role requirements, interview process, selection criteria, and candidate experience expectations.
• Provide balanced candidate recommendations based on role requirements, assessment outcomes, and business needs.
• Promote fair, consistent, and evidence-based hiring decisions across assigned requisitions.

Candidate Experience, Employer Brand & Internal Mobility

• Ensure a professional, timely, and engaging candidate experience throughout the recruitment process.
• Represent the organization’s employee value proposition during candidate and stakeholder conversations.
• Support internal mobility by considering internal talent, referrals, and redeployment opportunities where appropriate.
• Partner with relevant teams on employer branding, recruitment marketing, referral drives, and talent attraction initiatives.
• Help candidates understand Fujitsu’s “Work Your Way” culture by highlighting a flexible, inclusive environment where people are trusted to grow, contribute, and deliver outcomes in ways that work for them and the business.

Process, Quality & Compliance

• Ensure accurate, timely, and compliant updates in the Applicant Tracking System (ATS) and related recruitment tools.
• Maintain high standards for requisition documentation, candidate records, interview feedback, and hiring approvals.
• Ensure recruitment processes comply with internal policies, employment regulations, data privacy expectations, and audit requirements.
• Handle all candidate, employee, and business information with confidentiality, professionalism, and discretion.

Recruitment Analytics & Market Insights

• Track and share recruitment updates such as requisition status, pipeline progress, interview activity, offer updates, and hiring risks.
• Gather basic talent market insights, sourcing observations, and candidate feedback to support recruitment discussions.
• Identify recurring hiring challenges and recommend practical improvements to recruitment process, sourcing focus, or stakeholder engagement.

Recruitment Governance, Escalation & Administration

• Support recruitment operating rhythms, delivery reviews, stakeholder updates, and portfolio-level tracking across assigned hiring areas.
• Escalate and resolve hiring risks related to delayed feedback, limited talent supply, compensation gaps, process non-compliance, or changing business requirements.
• Follow agreed recruitment processes, governance standards, documentation requirements, and communication timelines.
• Complete additional recruitment tasks, coordination activities, projects, or stakeholder support activities as assigned.

External Vendor & Cross-Functional Coordination

• Coordinate with approved external recruitment vendors, sourcing partners, HR teams, compensation partners, and business stakeholders as required.
• Provide clear role briefs, hiring priorities, process expectations, and quality standards to vendor partners.
• Review and provide feedback on vendor submissions to improve quality, relevance, and speed of delivery.
• Monitor vendor responsiveness, delivery timelines, and adherence to agreed recruitment standards.
• Ensure external sourcing activity complements internal recruitment strategies and business hiring priorities.

Required Skills & Competencies

• At least 2 years of end-to-end recruitment experience, including intake support, sourcing coordination, screening, interview scheduling, candidate engagement, offer coordination, recruitment administration, and requisition closure.
• Strong understanding of end-to-end recruitment, requisition management, hiring manager partnership, sourcing coordination, interviewing, offer management, and recruitment governance.
• Exposure to global, regional, or matrixed recruitment environments, with the ability to coordinate across countries, cultures, time zones, and stakeholder groups.
• Experience supporting IT and technology hiring requirements, including familiarity with common technical roles, skills, platforms, and recruitment considerations within an IT services or technology-driven environment.
• Ability to support recruitment delivery, manage multiple requisition activities, collaborate with team members, and communicate updates clearly to stakeholders.
• Good knowledge of ATS usage, recruitment reporting, quality assurance, candidate tracking, compliance requirements, and process controls.
• Good communication, coordination, stakeholder management, and relationship-building skills.
• Strong organizational skills with the ability to manage multiple recruitment activities, deadlines, candidate updates, and stakeholder follow-ups.
• High integrity, confidentiality, discretion, accountability, and compliance mindset.
• Adaptable, resilient, and solutions-oriented in high-volume, complex, or matrixed hiring environments.