Human Resources Director

FormFactor Inc.•Farmers Branch, TX

About The Position

The Human Resources Director serves as a global, enterprise‑level HR leader responsible for shaping a compelling long‑range people agenda that enables and accelerates the business strategy across FormFactor’s worldwide Operations organization. This role partners closely with senior global operations executives and site leaders across multiple regions, providing strategic guidance on talent, organizational effectiveness, workforce planning, and leadership capability. The HR Director ensures alignment and execution through a “One Global HR” approach—translating strategy into measurable outcomes, driving consistency across regions, and serving as a trusted advisor who strengthens operational performance through people, culture, and organizational design.

Requirements

Progressive global HR leadership, with substantial HRBP/PXP scope across regions and proven COE partnership in matrixed environments.
Depth in org design/change, talent & succession, analytics, and executive advising; track record leading multi-country portfolios.
Credible executive communicator; models a “One HR” collaboration mindset.
Minimum of 12+ years of relevant experience in leadership roles, with a Bachelor’s degree; or 10 years and a Master’s degree; or a PhD with 8 years experience; or equivalent experience
Business Acumen
Change Management
Compliance Awareness
Employee and Labor Relations
Executive Communications
Goal Planning
HR Business Partnering
Inclusion
Labor Management Relations
Organizational Design
Organizational Effectiveness
Stakeholder Management
Talent Strategy
Workforce Planning

Nice To Haves

Advanced degree preferred.

Responsibilities

Strategic HR Leadership & Business Partnering Convert enterprise and business strategies into a multi‑year global people plan; influence executive leader decisions with clear priorities, tradeoffs, and outcomes.
Lead portfolio execution across regions, ensuring work sits in the right place/right cost/right capability.
Drive “One HR” collaboration with COEs/PXP and regional teams.
The Employee Relations COE ensures a positive global labor relations climate by monitoring employee sentiment, addressing concerns early, and collaborating with leaders. It leads preventative strategies, manager training, and communication to minimize risk and support a stable, engaged, union-free environment worldwide.
Organization Design, Change & Leader Effectiveness Architect future‑fit org structures (spans/layers/roles) and lead change management as we transform the company for growth.
Raise leader capability (goals, feedback, coaching, accountability) and ensure transparent calibration and pay‑for‑performance alignment.
Talent, Succession & Workforce Planning Run the talent rhythm (performance reviews, succession pipelines, movement strategies) to build critical capabilities where and when needed.
People Operations & Employee Experience Partner with the People Operations COE to simplify end-to-end processes; automate where feasible; balance moments‑that‑matter with scalable services.
Data & Insights Provide prescriptive and predictive analytics on engagement, attrition, succession , and productivity to inform executive decisions.
Inclusion, Values & Culture Embed inclusion, values, and refreshed behaviors into talent lifecycle practices and leader routines globally.
Sets long‑term strategic goals and communicates a compelling, aligned vision that advances Company Goals & Key Results; operates above daily activity with an enterprise, future‑oriented lens.
Translates strategy into concrete, cascading goals for teams/regions with the right balance of stretch and achievability; establishes urgency and execution discipline.
Oversees multiple groups/portfolios and orchestrates cross‑functional alignment; monitors KPIs, drives efficiency, and champions First‑Time‑Right and continuous improvement.
Demonstrates business acumen—aligns talent planning with growth, and ensures the organization is positioned for growth and scale.
Shows strong executive presence, change management and communication, influencing enterprise decisions and facilitating enterprise‑level change.