Director, People Experience Partner Team

FormFactor•Livermore, CA

About The Position

FormFactor is seeking an enterprise-level HR leader to set a compelling, long-range people agenda that advances business strategy. The Director partners with senior executives, leads multi-region HR portfolios, and turns strategy into measurable outcomes across talent, organization design, and leader effectiveness. The role serves as a trusted advisor and promotes a “One Global HR” way of working. The Director sets long-term strategic goals and communicates a compelling, aligned vision that advances Company Goals & Key Results. Working with an enterprise, future-oriented lens, the role translates strategy into concrete, cascading goals for teams and regions, establishes execution discipline, oversees multiple groups and portfolios, monitors KPIs, and champions efficiency and continuous improvement. The position aligns talent planning with growth and helps ensure the organization is positioned to scale. The role is based in Livermore, California, with regular day-shift hours and global travel up to 25% as needed. The stated annual pay range is $183,400 to $240,765, depending on experience, skills, background, and location. FormFactor offers a benefits package that includes medical, dental, vision, life insurance, disability coverage, a 401(k) with company match, an employee stock purchase plan, paid time off, quarterly profit-sharing bonuses, and flexible spending or savings accounts.

Requirements

12+ years of progressive global HR leadership, with substantial HRBP/PXP scope across regions and proven COE partnership in matrixed environments.
Depth in organization design and change, talent and succession, analytics, and executive advising.
Track record leading multi-country portfolios.
Credible executive communication skills and a “One HR” collaboration mindset.
Bachelor’s degree required.
Minimum relevant experience and education: 12+ years in leadership roles with a Bachelor’s degree; or 10 years and a Master’s degree; or a PhD with 8 years of experience; or equivalent experience.
Global travel up to 25% as needed.

Nice To Haves

Advanced degree preferred.
Mandarin Chinese would be a plus.

Responsibilities

Convert enterprise and business strategies into a multi-year global people plan, influencing executive decisions with clear priorities, tradeoffs, and outcomes.
Lead portfolio execution across regions, ensuring work is positioned in the right place and supported by the right cost and capabilities.
Drive “One HR” collaboration with Centers of Excellence, People Experience Partner teams, and regional teams.
Architect future-fit organizational structures, including spans, layers, and roles, and lead change management as the company transforms for growth.
Raise leader capability in goals, feedback, coaching, and accountability, and ensure transparent calibration and pay-for-performance alignment.
Run talent processes, including performance reviews, succession pipelines, and movement strategies, to build critical capabilities where and when needed.
Partner with the People Operations COE to simplify end-to-end processes, automate where feasible, and balance important employee moments with scalable services.
Provide prescriptive and predictive analytics on engagement, attrition, succession, and productivity to inform executive decisions.
Embed inclusion, values, and refreshed behaviors into global talent lifecycle practices and leader routines.
Set long-term strategic goals and communicate an aligned vision that advances Company Goals & Key Results.
Translate strategy into cascading goals for teams and regions, balancing stretch with achievability and establishing urgency and execution discipline.
Oversee multiple groups and portfolios, orchestrate cross-functional alignment, monitor KPIs, drive efficiency, and champion First-Time-Right and continuous improvement.
Align talent planning with business growth and position the organization for growth and scale.
Use executive presence, change-management capability, and communication skills to influence enterprise decisions and facilitate enterprise-level change.