Talent Development Partner

Brooks Automation•Chelmsford, MA

9d•$94,280 - $127,555•Hybrid

About The Position

Brooks is a leading provider of automation solutions with over 40 years of experience in the semiconductor industry, offering precision robotics, integrated automation systems, and contamination control solutions that empower chip manufacturers worldwide. Our product portfolio includes a range of automation solutions, including robots, vacuum systems, and atmospheric robots for semiconductor manufacturing. Are you looking for a place where you can be part of a transformation? Join us at Brooks Automation and be a part of a dynamic organization that is shaping the future of technology. Talent Development Partner Job Description About the job Reporting to the Chief People Officer and partnering with the HR team and business leaders, this hands-on Talent Development individual contributor supports Brooks’ High Performance Culture (HPC) and people priorities through practical programs, tools, and follow-through. This role is focused on execution, helping turn priorities into clear actions, consistent practices, and measurable progress across teams. Role Purpose This role serves as a strong individual contributor who helps turn plans into action. The focus is on supporting leadership capability, improving performance practices (including OKRs), and reinforcing HPC behaviors through day-to-day tools, routines, and follow-up. Success is defined by steady adoption, improved clarity, and reliable execution.

Requirements

Experience in talent development, organizational effectiveness, learning, or HR programs with clear responsibility for implementation and follow-through.
Demonstrated ability to work cross-functionally and build relationships in a matrixed organization.
Working knowledge of OKRs, performance management, and leadership development practices.
Experience partnering with managers and teams through tools, coaching support, or processes that improve execution, clarity, and accountability.
Comfort working in fast-moving environments where priorities can shift and strong organization is important.
Bachelor’s degree in Human Resources, Organizational Development, or related field desired (or equivalent experience)
5+ years of experience in talent development, organizational effectiveness, learning, or HR programs with direct responsibility for execution and implementation
Hands-on experience supporting performance management practices (e.g., OKRs or similar goal-setting frameworks)
Experience supporting or embedding leadership behaviors, culture frameworks, or high-performance models (e.g., High Performance Culture / HPC) into day-to-day ways of working
Proven experience partnering with managers and teams to improve execution, accountability, and team effectiveness

Nice To Haves

Practical and organized team member with sound judgment and a clear understanding of how work gets done.
Bias for action and follow-through; able to move work forward with consistency and attention to detail.
Comfortable raising questions, surfacing issues, and helping others stay aligned and accountable.
Hands-on and adaptable; willing to build, test, adjust, and improve processes as needed.
Clear communicator who can provide practical guidance and feedback in a supportive, business-focused way.
Steady, reliable, and focused on outcomes without unnecessary complexity.
Builds trust through consistency, responsiveness, and quality follow-through.

Responsibilities

Support adoption of HPC behaviors by incorporating them into team routines, performance conversations, and day-to-day ways of working.
Help improve OKR quality by reviewing draft goals, identifying gaps, and partnering with leaders and teams to strengthen focus, clarity, and measurable outcomes.
Partner with the HR team and business leaders to identify capability, performance, or behavior gaps and support targeted actions to address them.
Develop and deliver practical tools, workshops, and team resources that strengthen execution discipline and accountability.
Provide practical guidance and coaching support to managers and team leads using actionable feedback tied to real work and business priorities.
Track adoption and progress through a small set of practical metrics (for example, OKR quality, participation, and feedback trends) and share insights to inform adjustments.
Help reinforce key people priorities by coordinating follow-through, maintaining momentum on agreed actions, and supporting consistency across teams.