HR Partner Director
About The Position
The HR Director Business Partner is a senior human resources leader supporting Applied Materials’ Semiconductor Products Group (SPG), based in Santa Clara, California. The role partners directly with SPG business executives to shape organization design, talent strategy, and workforce decisions that support current and future business performance. This individual-contributor HR leadership role works with business general managers and senior stakeholders across a large, complex, geographically distributed organization. The successful candidate brings strategic partnership, data-driven insight, organizational design, and enterprise influence, translating business priorities into practical people and organization strategies. The role includes shaping the SPG leadership team’s talent agenda; using workforce and business data to inform executive decisions; developing organization design, workforce planning, and succession strategies; partnering with HR Centers of Excellence; leading organizational change; coaching senior leaders; and executing HR and business plans across a global organization. The position involves travel approximately 10% of the time and is relocation eligible.
Requirements
- Bachelor’s degree in human resources, business, organizational psychology, or a related field.
- 12 or more years of progressive HR experience, including significant experience as a strategic HR Business Partner to senior executives in a large, global, matrixed organization.
- Proven track record shaping organization design, workforce planning, and talent strategy in a technology, semiconductor, or advanced manufacturing environment.
- Strong analytical capability and experience using workforce and business data to drive executive-level decisions.
- Demonstrated ability to coach and influence senior leaders, including delivering candid feedback that changes leader behavior.
- Experience balancing enterprise-wide priorities against business unit or regional interests, with sound judgment about when and how to escalate tension.
- Ability to manage multiple concurrent workstreams while maintaining quality and follow-through.
- Ability to adapt as business priorities, organizational structure, or leadership changes without losing strategic focus.
- Ability to navigate competing stakeholder perspectives and find workable paths forward.
- Ability to remain composed under pressure, including during layoffs, escalations, or leadership conflict.
- Ability to deliver difficult messages directly and move forward constructively.
- Patience with ambiguity and organizational pace while maintaining urgency on important outcomes.
Nice To Haves
- Advanced degree, such as an MBA or an MS/MA in HR or organizational development.
- Prior HR leadership experience within a global semiconductor, capital equipment, or high-tech manufacturing company.
- Experience supporting a business group through significant growth, restructuring, or M&A integration.
- Experience operating within a shared-services or Center-of-Excellence HR model, including partnership with Talent Acquisition, Total Rewards, or People Analytics Centers of Excellence.
Responsibilities
- Serve as a trusted member of the SPG leadership team’s talent agenda and shape business strategy through a people and organization lens.
- Build credible relationships with SPG executives and functional leaders and contribute to business planning discussions.
- Partner with business general managers to understand growth priorities, assess organizational implications, and develop people strategies.
- Use workforce and business data to generate insights, identify emerging risks, and anticipate organizational issues.
- Provide fact-based recommendations to executives on workforce planning, organizational health, and talent decisions.
- Shape organization design, global workforce planning, and succession strategy to meet current and future business goals.
- Partner with Talent Acquisition, Total Rewards, and Talent Management Centers of Excellence to develop integrated talent strategies.
- Lead organizational change initiatives, including restructuring, integration, and workforce transitions.
- Coach senior leaders candidly and influence their behavior and people-related decisions without formal authority.
- Convert HR and business strategy into execution plans with clear ownership, milestones, and measurable outcomes.
- Collaborate with regional HR partners and Centers of Excellence to align priorities, remove barriers, and deliver business commitments.
- Adapt to changing priorities, ambiguity, and organizational complexity while maintaining focus on outcomes.
Benefits
- Comprehensive benefits package.
- Potential eligibility for a bonus program.
- Potential eligibility for a stock award program.
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What This Job Offers
Job Type
Full-time
Career Level
Director
