Key Responsibilities Include

• Lead the Malaysian Tax Shared Services organization, leveraging experience to build a team capable of supporting global tax requirements.
• Ultimate oversight for the accurate and timely delivery of tax services, including, but not limited to, tax compliance, audit support, and tax provision assistance.
• Oversite of tax obligations for multiple markets, including major jurisdictions within the Americas, Europe, and Asia.
• Establish processes in partnership with US Tax Directors setting team up for success to assume preparation role of key US book-tax adjustments within a compliance and provision setting.
• Partner with global Finance and Operational peers to provide required tax services in conjunction with fast-changing stakeholder demands.
• Identify new opportunities to support the business and ways to absorb work within the team.
• Build and lead a diverse team comprised of direct and indirect tax professionals.
• Responsible for overall performance of the team, utilizing coaching and continual feedback to identify opportunities to ensure employee growth. Able to make difficult decisions with regard to employee performance and/or retention.
• Share passion for building processes within the global tax organization.
• Serve as liaison to outsourced tax providers.
• Lead technology implementation as a tool to assist with taskstandardization/automation.
• Serve as Shared Services liaison with the SAP to S4 Hana project, ensuring system changes align with Shared Services requirements.
• Develop operational efficiency metrics and report results on a consistent basis.

Qualifications:

• 20+ years of experience with tax operations and/or financial team management.
• Degree in accounting required. Project Management and/or Six Sigma experience helpful.
• Proficient with US tax compliance requirements, including US GAAP reporting.
• Experience with tax requirements of other major global jurisdictions (e.g. – Ireland, Israel, China, India, UK, etc.)
• Knowledgeable about global direct and indirect tax processes and requirements.
• Strong systems experience - SAP S/4 Hana, Alteryx, and Power BI desirable - plus proven ability to utilize technology to improve existing processes.
• Comfortable exploring and implementing new sources of technology.
• Fluent in written and spoken English.
• Strong leadership skills with ability to work with a diverse set of customers.
• Future-state mindset, continually displaying critical thinking as an example for the team and to adjust to changing organizational needs.
• Experience working across time zones/geographies, including the Americas, Europe, and Asia.
• Track record of building teams, executing on agreed upon metrics, and driving organizational change.
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  Intel is committed to Responsible Business Alliance (RBA) compliance and ethical hiring practices. We do not charge any fees during our hiring process. Candidates should never be required to pay recruitment fees, medical examination fees, or any other charges as a condition of employment. If you are asked to pay any fees during our hiring process, please report this immediately to our staffing team at
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Experienced HireShift 1 (Malaysia)Malaysia, Penang

This role will require an on-site presence. * Job posting details (such as work model, location or time type) are subject to change.

Job Description:

• Responsible for managing and leading a 45+ person HR team to provide proactive and effective solutions to employees, managers and leaders around human resources and employees challenges.

• Envisioning, planning, and executing direction and funding requirements as it relates to all scale activities for each country and region to drive Intel's people strategy.

• Coordinates complex stakeholder relationships and implements systems that address demonstrated business needs.

• Builds a strong, inspired team through active coaching, development, collaboration, and role modelling that will deliver results across Intel.

• Assesses intangible variables to identify and evaluate fundamental issues, providing strategy and direction for major functional areas.

• Possesses in-depth knowledge of the HR and Business Units' functional areas, business strategies, and the company's goals.

• Selects, develops, and evaluates talent and directs the activities of one or more functional areas, divisions, product groups, service areas, or sub-teams.

• Implements effective and successful leadership of both globally aligned and distributed teams

• Creates a culture of agility and innovation where ideas for growth are encouraged across boundaries for the good of Intel.

• Supports the transformation of the Business HR organization into a strategic learning organization that aligns to LEAN and growth mindset principles, efficiency, effectiveness and upskilling across Business HR.

• Role models and cultivates the highest levels of integrity, ethics, respect, and inclusion.

A Business Human Resources Director is required to:

• Provide strategic counsel to executive business leadership around all talent factors related to successful execution of their business strategy.

• Manage the Human Resources (HR) strategy including identifying, aligning, and optimizing the HR programs, processes, and services enabling business success.

• Establish and maintains effective, and influential relationships in support of the global organization/ELT member, aligned region or GEO, ensuring the efficient and effective delivery of the Human Resources OKRs occurs. Partners with the relevant leadership teams to deliver against the business and people objectives, promoting a high-performance culture.

• Know the budget and headcount plan and ensures people programs are managed to the established cost/expense structure. Understand aligned business group intimately, translating business needs into the HR operating plan.

• Work to align practices and initiatives with the company's overarching strategic and operational goals.

• Partner with Business Unit Leaders to address the root causes of HR issues by leveraging strong organizational, business, and financial acumen to increase productivity, engagement, and organizational health.

• Encourage positive employee relations by using sensing tools, engaging directly with employees, and monitoring organizational health.

• Coach and develops members of the business HR team and set prioritized goals and metrics to measure the growth and performance of the team.

• Act as a steward of corporate HR practices, guidelines, and policies and role models Intel culture and values creating a work environment in which people treat each other with respect and dignity, regardless of their roles, responsibilities, or differences.

• Manage a team of HR business professionals and leads a global HR account team representing domain and process experts across HR, driving the engagement, career growth and impact of the employees within both their own organization and across Intel.

• Know the business and translate the priorities into the talent implications.

• Own execution of all the HR services, partnering with the COEs to develop and deliver high quality, standardized solutions.

• Provide advice and counsel to Executives and Senior Leaders on all talent matters, identifying key talent, organizational planning, succession, talent reviews, recognition and rewards, performance improvement and terminations, employee relations issues, and corporate people movement. Utilizes broad HR domain expertise to lead talent decisions, forecasting, and workforce planning, in partnership with Talent Acquisition partners to enable a strategic holistic workforce plan.

• Use data and analytics to understand the health of the organization, talent and related HR services within the business and develop interventions in partnership with the COEs to resolve business challenges.

• Manage the talent pools at the business level and plays an active role in the recruitment and interview processes (for Gr10+), influencing selection processes that encourage diversity of candidates, geographic workforce, and use of best hiring practices to attract talent.

• Provide business input and signals to HR Centers of Excellence (COE) to develop and execute an effective human resource strategy.

• Conduct one-on-one effectiveness coaching with senior leaders to improve leadership capability or the resolution of leadership gaps.

• Responsible for enabling teams to execute through clear goal setting, facilitating work, maintaining accountability, applying differentiated performance management, and driving team results; may be individual contributors that lead cross-functional, account teams that work together to deliver the talent lifecycle.

• Drives results by inspiring people, role modeling Intel values, developing the capabilities of others, and ensuring a productive work environment.

Qualifications:

• Minimum 15 years of HR experience.

• Proven track record in effectively partnering and influencing business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as workforce planning and capabilities, People Strategy and Diversity and Inclusion.

• Experience in developing and deploying talent strategies to ensure high-quality succession pipelines exist for critical roles.

• Experience in Employee Relations and good knowledge of the local labor law and HR practices/procedures is essential.

• Effective communicator, with a drive for excellence. A principled and energetic approach to partnering with the business in HR related matters.

• Experience managing a large team.

• Strong global leadership skills demonstrated with direct reports, matrix reports, and senior key business partners to deliver sales and organizational results.

Experienced HireShift 1 (India)India, BangaloreMalaysia, PenangThis role is a Position of Trust. Should you accept this position, you must consent to and pass an extended Background Investigation, which includes (subject to country law), extended education, SEC sanctions, and additional criminal and civil checks. For internals, this investigation may or may not be completed prior to starting the position. For additional questions, please contact your Recruiter.

Evaluates and influences product design and supply chain requirements for appropriate manufacturing and quality processes, systems, tools, and procedures for testability and manufacturability.

Qualifications:

Minimum qualifications are required to be initially considered for this position. Preferred qualifications are in addition to the minimum requirements and are considered a plus factor in identifying top candidates.Minimum Qualifications:

• Bachelor Degree in Computer Engineering or Electrical and Electronics Engineering

• Minimum 5 years experience in Product Development Engineering / post-Si experience

Preferred Qualifications:

• Masters/PhD in Computer Science/Electrical and Electronics with at least 15 years experience

• Strong people, stakeholder and program management

• Experience/In-depth knowledge on Silicon/Product Development in technical areas of HSIOs, Analog/RF IPs and ATE test (HDMT / V93K based)

• Experience in DFT knowledge for Analog / IO subsystems

• Experience in Analog DV, debug and handling of test and measurement equipments / debug tools such as Logic Analyzers, high bandwidth scopes, and signal generators

Requirements listed would be obtained through a combination of industry relevant job experience, internship experiences and orschoolwork/classes/research.

Experienced HireShift 1 (Malaysia)Malaysia, PenangMalaysia, Kuala LumpurThis role is a Position of Trust. Should you accept this position, you must consent to and pass an extended Background Investigation, which includes (subject to country law), extended education, SEC sanctions, and additional criminal and civil checks. For internals, this investigation may or may not be completed prior to starting the position. For additional questions, please contact your Recruiter.