Lead II, People Partner

ASM•Phoenix, AZ

About The Position

As a Lead II People Partner, you will serve as a strategic advisor and leadership coach to senior leaders, helping shape the talent, workforce, leadership, and organizational strategies that enable business success. You will partner closely with leadership teams to solve complex organizational challenges, build high-performing teams, strengthen leadership capability, and improve organizational effectiveness. This role combines strategic business partnership with accountability for delivering scalable people solutions across a major organization. You will help ensure leaders have the talent, structure, capabilities, and leadership practices required to achieve their objectives. Beyond providing talent and HR expertise, you will serve as an organizational effectiveness consultant and trusted coach who helps leaders identify blind spots, make stronger decisions, lead through change, and increase individual and team performance.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or a related field, or an equivalent combination of education and relevant experience.
At least 8 years of progressive HR experience, including prior HR Business Partner or People Partner experience.
Demonstrated success partnering with senior leaders on talent, workforce, leadership, organizational, and business challenges.
Demonstrated experience coaching senior leaders and influencing leadership behavior, decision-making, team effectiveness, and organizational performance.
Strong capability in organizational effectiveness, talent management, workforce planning, employee relations, leadership coaching, and change management.
Proven ability to balance trusted support with constructive challenge and build credibility across multiple leadership levels.
Strong business acumen with the ability to connect people and organizational strategies to business performance, capability, execution, cost, and risk.
Experience using workforce data, talent insights, business metrics, and organizational diagnostics to develop a clear point of view and influence decisions.
Excellent executive communication, facilitation, consulting, coaching, and stakeholder management skills.
Ability to navigate ambiguity, complexity, sensitive matters, and competing priorities with sound judgment, courage, discretion, and executive presence.

Nice To Haves

Experience supporting a large function, business unit, region, or complex organization.
Experience coaching senior leaders or leadership teams through significant growth, transformation, restructuring, or change.
Experience leading organizational design, strategic workforce planning, succession, leadership development, or team effectiveness initiatives.
Experience supporting semiconductor, manufacturing, technology, engineering, or operations organizations.
Global or matrixed organizational experience.
SHRM-SCP, SPHR, executive coaching, organizational development, or change leadership certification.

Responsibilities

Serve as a trusted strategic advisor and coach to Directors, Vice Presidents, and leadership teams on business execution, talent, workforce, organizational effectiveness, engagement, culture, and leadership matters.
Translate business objectives into actionable people, leadership, and organizational strategies that support growth, transformation, execution, and long-term capability.
Coach senior leaders on leadership effectiveness, decision-making, accountability, change leadership, talent leadership, team dynamics, and organizational performance.
Provide constructive challenge, surface blind spots, and help leaders navigate complex organizational, talent, and workforce decisions with clarity and sound judgment.
Facilitate leadership team discussions that strengthen alignment, decision quality, collaboration, accountability, and execution of business priorities.
Lead talent review, succession planning, strategic workforce planning, leadership development, performance management, retention planning, and organizational health initiatives.
Partner with leaders to strengthen manager capability, leadership bench strength, succession readiness, and organizational health across their organizations.
Identify talent, leadership, and organizational risks and develop practical, scalable solutions that improve business outcomes.
Consult on organizational design, operating models, role clarity, decision rights, leadership effectiveness, and team performance.
Partner with leaders to navigate organizational growth, restructuring, transformation, leadership transitions, and business evolution.
Lead complex employee relations, performance, and organizational matters while balancing business needs, employee experience, consistency, precedent, and risk.
Use workforce analytics, talent insights, organizational diagnostics, and business data to inform decisions and influence leadership action.
Partner with Centers of Excellence, HR Operations, and other key stakeholders to deliver integrated people solutions and a consistent manager experience.
Coach and mentor People Partners and other HR colleagues to strengthen business acumen, organizational diagnosis, leader advisory capability, and overall functional effectiveness.
Lead cross-functional or enterprise People initiatives that improve scalability, consistency, leadership capability, and business impact.