Senior HR Partner - Global IT

Applied Materials•Austin, TX

3d•$140,000 - $192,500•Hybrid

About The Position

Applied Materials is a global leader in materials engineering solutions used to produce virtually every new chip and advanced display in the world. We design, build and service cutting-edge equipment that helps our customers manufacture display and semiconductor chips – the brains of devices we use every day. As the foundation of the global electronics industry, Applied enables the exciting technologies that literally connect our world – like AI and IoT. If you want to push the boundaries of materials science and engineering to create next generation technology, join us to deliver material innovation that changes the world. If you’re looking for a role where business and people strategy truly come together and where you can actively shape a strong talent mindset in a growth environment, this is it. We’re hiring a Senior HR Partner, Global IT to support a large, global technology organization (Global Information Services) at the core of our enterprise digital, data, and infrastructure capabilities. In this role, you’ll partner closely with GIS leadership to drive organizational design, talent strategy, and culture across technology, cybersecurity, and data, translating business priorities into scalable, high impact people solutions. A key focus will be building and embedding a strong talent mindset, elevating how leaders assess, develop, and deploy talent to fuel growth, strengthen leadership pipelines, and enable the organization to scale effectively. You’ll operate as a trusted advisor to senior leaders, helping shape organizational effectiveness in a complex, fast paced environment. Ready to step into a role where you can influence leaders, shape talent outcomes, and have a direct impact on how a global organization grows and scales? You’ll join a highly collaborative HR team that is deeply connected to the business, with shared ownership, strong partnership, and real opportunity to drive meaningful impact.

Requirements

Regarded as the technical expert in their particular field
Demonstrates in-depth and/or breadth of expertise in own discipline and broad knowledge of other disciplines within the function
Anticipates business and regulatory issues and recommends product, process, or service improvements
Leads projects with notable risk and complexity; develops the strategy for project execution
Solves unique and complex problems with broad impact on the business; requires conceptual and innovative thinking to develop solutions
Impacts the direction and resource allocation for programs, projects or services; works within general functional policies and industry guidelines
Communicates complex ideas, anticipates potential objections and persuades others, often at senior levels, to adopt a different point of view

Responsibilities

Proactively shape HR BU/Function strategies and priorities to align to business strategy and evolving needs to help shape the appropriate culture
Diagnose and provide appropriate interventions to optimize business performance to execute against strategy goals generally at the BU/Function leadership level
Balance enterprise-wide and business unit specific needs with local requirements
Conduct organizational and talent assessments; develop talent strategy and pipeline to staff and build workforce capability, including selection, assessment, development, and succession
Design and implement change management, communication and engagement strategies within the BU/Function
Actively partner, coach and develop executive leadership and management, including coaching, counseling, career development, disciplinary actions, and performance management
Effectively leverage and partner with COE and HR Operations in the delivery of initiatives to deliver the HR strategy for BU/Function while balancing enterprise-wide and business unit specific needs
Leverage tools and systems such as Workforce Dashboard and Workday to perform analytics in support of business strategy
Participate in M&A and divestiture diligence and integration activities from the HR perspective; partner with core teams and regional HR to integrate acquisitions
Participate in at least one HR initiative annually at segment, enterprise and/or regional levels