Hr Business Partner jobs at Applied Materials in United States, Phoenix

Key Responsibilities

In collaboration with manager, shape HR BU/Function strategies and priorities to align to BU/Function strategy and changing 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.

Actively partner, coach & develop managers and begin to develop executive leadership. (e.g., coaching, counseling, career development, disciplinary actions, performance management).

Effectively leverage and partner with COE & HR Ops in the delivery of initiatives to deliver the HR strategy for BU/Function. Balance enterprise-wide and business unit specific needs with local requirements.

As required, participate in M,A&D diligence and integration(s) from the HR perspective. Partner with M,A&D core team and regional HR on projects, programs, processes and initiatives to integrate the acquisition with the BU/Function.

Participate in at least one HRenterprise/region-wideinitiative annually.

Functional Knowledge

• Demonstrates depth and/or breadth of expertise in own specialized discipline or field

Business Expertise

• Interprets internal/external business challenges and recommends best practices to improve products, processes or services

Leadership

• May lead functional teams or projects with moderate resource requirements, risk, and/or complexity

Problem Solving

• Leads others to solve complex problems; uses sophisticated analytical thought to exercise judgment and identify innovative solutions

Impact

• Impacts the achievement of customer, operational, project or service objectives; work is guided by functional policies

Interpersonal Skills

• Communicates difficult concepts and negotiates with others to adopt a different point of view

Key Responsibilities

• In collaboration with manager, shape HR BU/Function strategies and priorities to align to BU/Function strategy and changing 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.

• In collaboration with manager, conduct organizational & talent assessments; develop talent strategy and pipeline to staff and build workforce capability. (e.g., selection, assessment, development, succession)

• In collaboration with manager, design and implement change management, communication and engagement strategies within the BU/Function.

• Actively partner, coach & develop managers and begin to develop executive leadership. (e.g., coaching, counseling, career development, disciplinary actions, performance management).

• Effectively leverage and partner with COE & HR Ops in the delivery of initiatives to deliver the HR strategy for BU/Function. Balance enterprise-wide and business unit specific needs with local requirements.

• Leverage tools and systems e.g.; Workforce Dashboard, Workday to perform analytics in support of business strategy.

• As required, participate in M,A&D diligence and integration(s) from the HR perspective. Partner with M,A&D core team and regional HR on projects, programs, processes and initiatives to integrate the acquisition with the BU/Function.

• Participate in at least one HRenterprise/region-wideinitiative annually.

Qualifications

• Bachelor's Degree

• 10+ Years of Experience

• In-depth understanding of the HRBP model in complex, multi-location organizations

• Regarded as a subject matter expert in HR, specifically on the HRBP aspects of the role

• Demonstrates in-depth and/or breadth of expertise in own discipline and broad knowledge of other disciplines within the function

• Significant analytical skills – ability to assess insights from data and make appropriate decisions and recommendations; as well as ability to ‘tell a story’ with data and present in a clear concise manner

• Experience working with complex, high-touch organizations – specifically, manufacturing and matrix organizations; experience working at a global company is helpful

• High tolerance for ambiguity – ability to make decisions with less than perfect data

• Comfortable working with manufacturing, operations, and engineering leaders, as well as with all levels of employees