HR Partner

Key Responsibilities Strategic Partnership • Align people strategies and initiatives with business objectives for designated business units. • Act as a key partner to management on HR-related topics, providing data-driven insights and recommendations. • Analyze HR trends and metrics in collaboration with the wider HR team to develop and enhance policies, programs, and processes. Employee Relations & Performance Management • Manage and resolve complex employee relations issues, ensuring effective, thorough, and objective investigations. • Provide day-to-day guidance to line managers on performance management, including coaching, counseling, career development, and disciplinary actions. • Support initiatives that foster a positive work climate and reinforce a culture of respect, collaboration, and accountability. HR Programs & Project Management • Partner with management and employees to enhance work relationships, build morale, and improve productivity and retention. • Provide clear HR policy guidance and interpretation to managers and employees. • Support the development of employment terms for new hires, promotions, and internal transfers in line with company guidelines and market practices. Talent Development & Capability Building • Conduct skills and competencies gap analysis at organization, team, and role level to support business and operational needs. • Identify training and development needs at both team and individual levels (including leadership / executive coaching needs). • Support the design, implementation, and evaluation of training programs, ensuring they meet business needs and that learning objectives are achieved. • Promote career development and internal mobility within the organization. Compliance, RBA & Reporting • Ensure full legal and regulatory compliance across all aspects of HR operations. • Maintain strong knowledge of employment law and best practices, and advise management on risk mitigation. • Deploy Responsible Business Alliance (RBA) tools and methodologies (e.g., SAQ, VAP / audits, risk assessment) and ensure timely completion across relevant organizations. • Support sites in closing audit non-conformities and implementing robust corrective and preventive actions (CAPA), in partnership with relevant stakeholders. Qualifications • Bachelor’s degree in Human Resources, Business Administration, or a related field. • Minimum 5-8 years of experience in Human Resources, including at least 5 years as an HR Business Partner. • Experience in the semiconductor front-end industry or a similar high-tech, high-reliability manufacturing environment. • Proven ability to operate in a complex, matrixed organization and to perform in a fast-paced, high-demand environment. • Demonstrated ability to build trust and engage effectively with employees and managers at all levels. • Strong understanding of employment law and HR compliance standards. Skills • Communication: Excellent verbal and written communication skills, with the ability to convey complex topics clearly and succinctly. • Analytical Skills: Strong problem-solving and analytical capabilities; comfortable using data and HR metrics to drive decisions and recommendations. • Interpersonal & Influencing: Strong interpersonal, stakeholder management, and negotiation skills; able to challenge constructively and influence outcomes. • Organization & Execution: Highly organized, able to manage multiple priorities and deliver high-quality results within deadlines. • Talent & Development Mindset: Ability to assess competencies, identify development needs, and translate them into concrete learning and development actions. • Change Management: Comfortable driving and supporting change (organization, culture, processes), with the ability to engage, communicate, and support managers and employees through transitions.