HR Director, SPG

Who We Are

Applied Materials is the global leader in materials science and engineering solutions that are at the foundation of virtually every new semiconductor chip and advanced display in the world. The equipment that we create and service is essential to advancing AI and accelerating the commercialization of next-generation semiconductor chips. Join us and push the boundaries of materials science and engineering in a company at the foundation of the electronics industry. The work we do together advances the worlds technology.

What We Offer

Salary:

Location:

Youll benefit from a supportive work culture that encourages you to learn develop and grow your career as you take on challenges and drive innovative solutions for our customers. We empower our team to push the boundaries of what is possiblewhile learning every day in a supportive leading global company. Visit our Careers website to learn more.

At Applied Materials we care about the health and wellbeing of our employees. Were committed to providing programs and support that encourage personal and professional growth and care for you at work at home or wherever you may go. Learn more about our benefits .

Role

The HR Director Business Partner is a senior human resources leader supporting Applied Materials Semiconductor Products Group (SPG) business based in Santa Clara CA. This role sits at the center of the SPG HR leadership agenda partnering directly with SPG business executives to shape organization design talent strategy and workforce decisions that enable current and future business performance.

This is an individual contributor HR leadership role requiring the ability to partner directly with general managers of businesses influence senior stakeholders and operate with credibility across a large complex and geographically distributed organization. The successful candidate will bring strength in strategic partnership data-driven insight organizational design and enterprise influence with the ability to translate business priorities into practical people and organization strategies.

Key Responsibilities

Strategic Business Partnership

• Serve as a core trusted member of the SPG leadership teams talent agenda proactively shaping business strategy through a people and organization lens rather than responding after decisions are made.
• Build strong credible relationships with SPG executives and functional leaders positioning HR as an equal contributor to business planning discussions.
• Partner directly with business general managers to understand growth priorities pressure-test organization implications and shape people strategies that advance business performance.

Data Insight & Decision Support

• Leverage enterprise-wide workforce and business data to generate insight identify emerging risks and anticipate organizational issues before they escalate.
• Bring fact-based data-supported recommendations to executive discussions on workforce planning organizational health and talent decisions.

Organization Design & Talent Strategy

• Shape org design global workforce planning and succession strategy to ensure SPG has the structure capacity and capability to meet current and future business goals.
• Partner with Talent Acquisition Total Rewards and Talent Management COEs to build integrated talent strategies aligned to SPGs growth priorities.
• Lead organizational change initiatives including restructuring integration and workforce transitions with rigor and discipline.

Leadership Coaching & Influence

• Provide candid direct coaching to senior leaders shifting how they think about and act on people decisions.
• Influence leadership behavior and decision-making without formal authority building trust quickly across diverse stakeholders and adapting style to context culture and audience.

Execution

• Convert HR and business strategy into disciplined execution plans with clear ownership milestones and measurable outcomes across a large distributed organization.
• Collaborate across the global HR organization including regional HR partners and COEs to align priorities remove barriers and deliver against business commitments with consistency and speed.
• Remain effective and clear-headed as scope ambiguity and organizational complexity increase adjusting approach as priorities shift.

Qualifications

Required

• Bachelors degree in human resources Business Organizational Psychology or a related field; advanced degree (MBA or MS/MA in HR/OD) preferred.
• 12 years of progressive HR experience including significant experience as a strategic HR Business Partner to senior executives in a large global matrixed organization.
• Proven track record shaping organization design workforce planning and talent strategy in a technology semiconductor or advanced manufacturing environment.
• Strong analytical capability with experience using workforce and business data to drive executive-level decisions.
• Demonstrated ability to coach and influence senior leaders including experience delivering candid feedback that changes leader behavior.
• Experience balancing enterprise-wide priorities against business unit or regional interests with sound judgment on when and how to escalate tension.

Preferred

• Prior HR leadership experience within a global semiconductor capital equipment or high-tech manufacturing company.
• Experience supporting a business group through significant growth restructuring or M&A integration.
• Experience operating within a shared-services or Center-of-Excellence HR model (e.g. partnering with Talent Acquisition Total Rewards People Analytics COEs).

To succeed in this role requires a capacity for complexity and temperament that includes:

• Manages multiple concurrent workstreams (org design talent reviews restructuring executive coaching) without losing quality or follow-through.
• Adjusts approach in real time as business priorities org structure or leadership shift without becoming reactive or losing strategic focus.
• Comfortable holding multiple sometimes competing stakeholder perspectives (SPG leadership enterprise HR regional teams) simultaneously and finding workable paths forward.
• Stays composed and even-keeled under pressure including during layoffs escalations or leadership conflict.
• Brings candor without defensiveness delivers difficult messages to executives directly then moves forward constructively.
• Shows patience with ambiguity and organizational pace while maintaining urgency on outcomes that matter.

Additional Information

Time Type:

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Relocation Eligible:

The salary offered to a selected candidate will be based on multiple factors including location hire grade job-related knowledge skills experience and with consideration of internal equity of our current team addition to a comprehensive benefits package candidates may be eligible for other forms of compensation such as participation in a bonus and a stock award program as applicable.

For all sales roles the posted salary range is the Target Total Cash (TTC) range for the role which is the sum of base salary and target bonus amount at 100% goal achievement.

Applied Materials is an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race color national origin citizenship ancestry religion creed sex sexual orientation gender identity age disability veteran or military status or any other basis prohibited by law.

In addition Applied endeavors to make our careers site accessible to all users. If you would like to contact us regarding accessibility of our website or need assistance completing the application process please contact us via e-mail at or by calling our HR Direct Help Line at option 1 and following the prompts to speak to an HR Advisor. This contact is for accommodation requests only and cannot be used to inquire about the status of applications.

Required Experience:

Director