Principal Specialist, HR Change Management

Renesas Electronics•Chandler, AZ

4h•Onsite

About The Position

The Principal Specialist, HR Change Management is Renesas’ principal advisor for enterprise HR transformation and adoption. The role translates complex people, organization, process, policy, and technology priorities into coordinated change programs spanning governance, stakeholder alignment, communications, readiness, enablement, and adoption. Working globally across functions and regions, the role resolves ambiguous change challenges and influences senior stakeholders through expertise rather than direct authority.

Requirements

Bachelor’s degree or equivalent advanced knowledge in Human Resources, Organizational Psychology, Business, Communications, Technology, or a related field; advanced degree preferred.
Typically 12+ years of progressive experience in change management, HR transformation, organization effectiveness, HR technology, or a related discipline, including complex global initiatives.
Expertise in change strategy, organization transformation, sponsor and stakeholder management, executive communications, enablement, and adoption measurement.
Experience across people and organization change, including organization redesign, job architecture, career frameworks, rewards or benefits harmonization, HR process transformation, and digital or AI-enabled adoption.
Proven ability to advise executives and influence outcomes in a global, matrixed, multicultural environment.
Strong analytical judgment and working knowledge of responsible AI, data privacy, employee relations, and regional consultation requirements.

Nice To Haves

Change management certification such as Prosci, CCMP, or equivalent preferred.

Responsibilities

Define and lead integrated strategies for Renesas-wide HR and organization priorities, covering the case for change, sponsorship, stakeholder analysis, readiness, communications, learning, resistance, reinforcement, and benefits realization.
Lead change across evolving priorities such as organization simplification, job re-leveling and title cleanup, technical ladder program, rewards and benefits harmonization, HR process standardization, and digital, automation, or AI-enabled ways of working.
Establish integrated roadmaps, milestones, interdependencies, decision forums, ownership, resource needs, risk escalation, and accountability from design through stabilization.
Translate complex priorities into executive briefings, leader narratives, manager toolkits, presentations, FAQs, digital content, cascade plans, training, and practical support for employee conversations.
Build coalitions across HR, Legal, Communications, Finance, business functions, and regions; align outcomes, sequencing, and employee impacts while surfacing competing needs early.
Create accessible channels and self-service resources that provide employees and managers with reliable information, tools, updates, and support throughout the change journey.
Use readiness, adoption, sentiment, service, process, and channel data to remove barriers, refine interventions, demonstrate value, and sustain new behaviors.
Build change capability through coaching, reusable methods, communities of practice, and mentoring, while applying external practices in workforce transformation, digital enablement, and responsible AI.