Job Description

Job Description Summary

Partner primarily with HR stakeholders to identify and address organizational and people-process challenges. Analyze organizational structures, responsibilities, workforce data, and work processes to develop practical recommendations and deliver assigned improvement initiatives. Own analysis, project execution, and follow-through within an agreed scope, while aligning priorities and decisions with the relevant HR owners.

Build an understanding of business operations through collaboration with HR partners and participation in business-facing projects. Engage managers and operational stakeholders as needed to gather input, validate findings, and support implementation, in coordination with the relevant HR partner. This hands-on individual contributor role emphasizes analytical thinking, sound judgment, and delivery; training is one possible intervention, not the default solution.

Key Responsibilities

HR Stakeholder Partnership & Organizational Analysis

Work with HR partners and functional specialists to understand priorities, gather employee and manager input, and define the problem to be addressed.
Develop knowledge of business workflows, operating requirements, and the people implications of business decisions through assigned projects.
Analyze organizational structures, responsibilities, reporting relationships, and cross-functional handoffs within assigned projects.
Identify unclear ownership, duplication, and process gaps; validate findings with the relevant HR owner and operational stakeholders.
Develop practical options with supporting evidence, resource implications, risks, and proposed success measures.
Review recommendations with HR stakeholders and secure required approvals before implementation.

Change Management & Process Improvement

Independently manage assigned HR improvement projects or defined workstreams, with scope, priorities, and decision boundaries agreed with the HR project owner.
Maintain milestones, track dependencies, resolve issues within authority, and escalate risks with recommendations.
Support change-impact and readiness assessments with HR partners.
Prepare communication materials, coordinate stakeholder input, and track adoption; recommend adjustments when implementation is not achieving the intended outcomes.
Map and improve HR workflows with process owners and relevant functional partners.
Clarify handoffs, document approved practices, and support implementation and ongoing ownership of improvements.

Organizational Programs & Implementation Support

Prepare analysis and materials for discussions on role clarity, team collaboration, and ways of working.
Facilitate defined sessions with the relevant HR partner as appropriate, and track agreed actions and follow-up.
Work with HR colleagues to implement and improve organizational programs. Translate engagement findings and employee feedback into proposed actions for HR review. Where a capability gap is confirmed, support targeted development and evaluate application on the job rather than attendance alone.
Handle sensitive organizational information with discretion. Recognize employee-relations or compliance concerns and involve the appropriate HR or legal specialists within established decision boundaries.

Workforce Analytics & Effectiveness Measurement

Independently clean, reconcile, and analyze workforce, organization, engagement, and process data.
Validate definitions and calculations, identify trends, and distinguish evidence from assumptions.
Agree baselines and outcome measures with the HR project owner.
Track adoption, process cycle time, role clarity, stakeholder feedback, and other relevant indicators, acknowledging limitations in attributing results.
Present concise analysis and recommendations to HR stakeholders, explaining evidence, assumptions, alternatives, and proposed actions.
Incorporate business input gathered through project work and follow through on agreed improvements.

Required Qualifications

Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related discipline.
Relevant professional experience in HR, organizational development, organizational effectiveness, HR operations improvement, or HR consulting, with demonstrated ownership of defined projects or workstreams beyond administrative coordination.
Demonstrated ability to analyze problems, collaborate across HR specialties, and implement practical improvements. Ability to build effective working relationships with project stakeholders and understand operational needs; independent ownership of senior business-leader relationships is not required.
Hands-on analytical proficiency in Excel, including pivot tables, lookup functions, and data validation; ability to interpret HR-system reports and explain findings, assumptions, and limitations.
Strong project planning, written communication, presentation, and stakeholder coordination skills. Ability to execute independently within an agreed scope, prioritize work, seek input when needed, and escalate matters beyond delegated authority.
Working knowledge of core HR practices and relevant employment requirements; sound judgment about confidentiality, fair treatment, consultation, and escalation.

Preferred Experience

Experience in semiconductor, technology, engineering, manufacturing, or other complex matrix organizations. Exposure to organizational design, workforce planning, employee engagement, or change implementation across functions. Familiarity with Workday, Power BI, or comparable HR and reporting tools is an advantage.

Core Capabilities & Working Approach

Bring independent problem-solving, data literacy, HR stakeholder collaboration, and disciplined execution. Develop business understanding by investigating how work is performed and connecting operational needs to HR recommendations. Challenge assumptions respectfully and explain conclusions in one's own words. Own work quality and follow-through; organizational decisions remain with the designated HR and business owners.
Use AI and automation as supporting tools, not substitutes for personal analysis or judgment. Independently verify generated facts, calculations, and recommendations, identify limitations or bias, and protect confidential information through approved tools and practices.

Success Measures

Reliable delivery of assigned projects and workstreams against agreed scope, milestones, and outcome targets, with timely risk escalation.
Documented improvements in HR process efficiency, role clarity, or handoffs within the assigned scope, measured against agreed baselines.
Effective collaboration with HR stakeholders and sustained adoption of approved changes, with clear action ownership and follow-up.
Accurate, traceable analysis that informs HR decisions, and demonstrated understanding of business operations through relevant project recommendations.