Talent Acquisition Business Partner (Specialist)

Position Title: Talent Acquisition Business Partner (Specialist)

FJ Level: FJ 10

Reporting to: Sourcing and Global Recruitment Lead

Role Purpose:

The Talent Acquisition Business Partner is responsible for managing end-to-end recruitment delivery and business partnership for assigned functions, service lines, or geographies. The role acts as a trusted advisor to hiring managers, HR partners, and recruitment stakeholders by translating hiring requirements into effective recruitment strategies, managing requisition execution, supporting sourcing and selection activities, and ensuring hiring outcomes are delivered with quality, speed, compliance, and stakeholder alignment.

This position serves as the Talent Acquisition point of contact for assigned hiring areas and works closely with hiring managers, sourcing partners, HR teams, and recruitment colleagues to deliver a consistent and effective recruitment process.

The role sits within HR Talent Acquisition and contributes to achieving hiring outcomes through proactive requisition management, stakeholder engagement, candidate pipeline development, quality assurance, recruitment reporting, and continuous improvement across the recruitment lifecycle.

Key Accountabilities:

Strategic Business Partnership & Workforce Planning

• Lead regular engagement with business leaders and hiring managers to understand workforce requirements, demand changes, hiring priorities, and recruitment risks.
• Provide consultative guidance on recruitment strategy, talent availability, market conditions, hiring timelines, prioritization, and role feasibility.
• Translate business demand into hiring plans, success profiles, intake standards, sourcing direction, and delivery priorities for the recruitment team.
• Support short-term and longer-term hiring forecasts by consolidating stakeholder input, recruitment trends, and team delivery capacity.

End-to-End Recruitment Delivery

• Manage assigned requisitions across the full hiring lifecycle, ensuring consistent execution from intake and sourcing through interview coordination, offer management, and closure.
• 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.
• Drive adherence to service levels, governance standards, requisition priorities, and agreed 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

• Coach hiring managers on effective intake discussions, structured interviewing, candidate assessment, and timely feedback practices.
• 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 communicate recruitment metrics such as requisition status, pipeline health, time-to-fill, interview progress, offer outcomes, and hiring risks.
• Use talent market insights, salary trends, and competitor intelligence to guide hiring strategies and stakeholder decisions.
• Identify recurring hiring challenges and recommend practical improvements to recruitment process, sourcing focus, or stakeholder engagement.

Delivery Governance, Escalation & Stakeholder Performance

• 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.
• Ensure recruiters and stakeholders 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 4 years of end-to-end recruitment experience, preferably with significant exposure to IT recruitment, including intake discussions, sourcing, screening, interview coordination, hiring manager partnership, offer management, candidate engagement, and requisition closure.
• Demonstrated exposure to global recruitment environments, with experience partnering across multiple geographies, cultures, time zones, or matrixed stakeholder groups.
• Strong understanding of end-to-end recruitment, requisition management, hiring manager partnership, sourcing coordination, interviewing, offer management, and recruitment governance.
• Ability to manage recruitment delivery, balance competing hiring priorities, collaborate with team members, and influence stakeholders through data, market insights, and practical recommendations.
• Good knowledge of ATS usage, recruitment reporting, quality assurance, candidate tracking, compliance requirements, and process controls.
• Strong leadership, communication, consultation, stakeholder management, and relationship-building skills.
• Strong organizational capability with the ability to oversee multiple requisitions, team workloads, deadlines, escalations, and stakeholder expectations.
• High integrity, confidentiality, discretion, accountability, and compliance mindset.
• Adaptable, resilient, and solutions-oriented in high-volume, complex, or matrixed hiring environments.