HR Director & Global HR Business Partner

Cadence Systems•San Jose, CA

2d•$171,500 - $318,500

About The Position

At Cadence, the HR Director and Global HR Business Partner partners with an executive leader and leadership team across organizational levels to advance business strategy, organizational effectiveness, workforce planning, leadership, talent, and culture. The role anticipates structural and capability needs and provides proactive, pragmatic counsel on organizational design, succession, retention, leadership transitions, performance, and complex employee matters. The position leads global talent and HR processes for the business group, using business and workforce insights to identify organizational risks, capability gaps, and opportunities and translate them into scalable solutions and clear actions. It leads the people strategy for reorganizations, integrations, acquisitions, and other business transformations, connecting regional HR teams and HR Centers of Excellence to deliver coordinated, consistent solutions globally. The role also coaches and develops one direct report, partners with regional HR Business Partners on global initiatives and talent strategies, and facilitates team meetings and leadership offsites as needed. Success involves building trust, constructively challenging leaders, facilitating effective conversations, and linking people decisions to business outcomes, with the ability to move between executive-level strategy and hands-on implementation.

Requirements

8–10 years of relevant, progressive HR experience, including strategic partnership with senior executives, technical teams, and global leadership.
BA or BS degree, preferably with an emphasis in HR or business.
Strength in organizational design, workforce planning, talent and succession, change leadership, performance management, compensation, and employee relations.
Experience leveraging workforce data to assess talent challenges and translate insights into transformational change.
Strong facilitation, presentation, written and oral communication, and analytical skills.
Strong business acumen, executive presence, discretion, and sound judgment in assessing and addressing complex problems.
Self-starter who thrives in a collaborative, culturally diverse, fast-moving environment and brings practical, solutions-driven ideas.
Energy, initiative, a global mindset, strong analytical judgment, and ability to move between executive-level strategy and hands-on implementation.

Nice To Haves

An advanced degree is preferred.

Responsibilities

Partner with the executive leader and leadership team on business strategy, organizational effectiveness, workforce planning, leadership, talent, and culture.
Anticipate structural and capability needs and advise on organizational design, succession, retention, leadership transitions, performance, and complex employee matters.
Lead global talent and HR processes, including talent reviews, succession planning, performance management, compensation planning, promotions, and development.
Use business and workforce insights to identify organizational risks, capability gaps, and opportunities, and translate them into scalable solutions and clear actions.
Lead people strategy for reorganizations, integrations, acquisitions, and other business transformations.
Connect regional HR teams and HR Centers of Excellence to deliver coordinated, consistent solutions across the global organization.
Coach and develop one direct report, setting clear priorities and building HR capability.
Partner with regional HR Business Partners to support global initiatives and talent strategies.
Facilitate team meetings and leadership offsites as needed.
Build trust quickly, constructively challenge leaders, facilitate effective conversations, and connect people decisions to business outcomes.