Senior Human Resources Business Partner- Development & Engineering (D&E)

ASML•Wilton, CT

About The Position

We are seeking an experienced HR Business Partner to join our Wilton, CT team and support the Development & Engineering (D&E) organization. In this role, you will serve as a strategic integrator between our employees, business leaders, and the HR organization. As a key member of the ASML HR team, you’ll leverage your expertise to drive impactful initiatives across a dynamic business sector. This position requires a unique blend of technical knowledge, creativity, and interpersonal skills. Working at the cutting edge of technology means facing new challenges every day—and collaboration is the key to success. You’ll thrive in a fast-paced, innovative environment where teamwork and knowledge sharing are essential.

Requirements

BA/BS in Human Resources, Organizational Behavior, or related
8+ years of HR experience as an HR Business Partner with broad functional knowledge, established across a range of client groups.
Acted as a coach and mentor to fellow HR professionals
Experience in a matrixed and global, fast-paced technology organization.
Proven ability to lead and deliver multiple people-focused projects (leadership development, talent management, change management, organizational design).
Proven experience working as a coach and advisor to senior leaders
Strong analytical and IT skills (HRIS and MS Office Suite (Excel, PowerPoint, Word, Outlook).
Customer-focused with a commitment to timely, effective support.
Excellent communication and facilitation skills; confident presenting and leading workshops.
High organizational sensitivity and ethical standards.
Growth mindset with ability to adapt and step outside comfort zones.
Independent, resourceful, and able to manage complexity.

Responsibilities

Act as a trusted integrator among employees, business leaders, and the HR organization.
Partner with internal and external recruiting teams to execute hiring plans.
Coach managers through employee development processes, including leadership development, succession planning and helping create actionable development plans.
Drive initiatives to enhance employee engagement and foster a positive organizational culture.
Oversee complex employee relations issues, including investigation, analysis, and resolution; coach managers on conflict management and escalation handling.
Guide managers and employees through annual HR cycles (performance management, salary planning, development programs).
Deliver high-touch HR support and coaching to supervisors and managers.
Support organizational change, workforce planning, and organizational design efforts.
Serve as a credible sparring partner for senior leaders, providing insights on leadership and organizational effectiveness.
Analyze HR data to identify trends and create actionable insights that improve engagement and business performance.
Act as an advocate for employees and maintain strong awareness of workplace dynamics.
Collaborate with Talent Development to design and facilitate workshops on HR programs and professional development.
Lead special projects aligned with HR and business priorities.
Perform other duties as assigned.