HR Strategic Partner

About TSMC TSMC is the world’s leading semiconductor foundry, pioneering advanced chip manufacturing technologies that power the future of electronics. Our cutting‑edge 4‑nanometer fab in Phoenix, Arizona represents our commitment to expanding US‑based semiconductor production and technological innovation. Job Summary This analytics‑driven HR Business Partner drives workforce planning, data analysis, and execution of HR initiatives for TSMC’s site and enterprise operations. The role translates business strategy and production demands into actionable workforce insights, forecasts, and delivery roadmaps. As a key interface between site and Global HR, this position delivers value through data accuracy, planning discipline, and execution rigor. The Strategic Partner applies independent judgment and analytical expertise to identify workforce risks, recommend solutions, and support leadership decision‑making. Operating at the intersection of Business Acumen, Data Analytics, and Project Management, this role translates HR strategy into structured PMO plans and uses data for smart Workforce Analytics decisions. This dual capability connects strategic intent with operational execution across HR. The Strategic Partner regularly counsels Business and Leadership Partners and provides recommendations to senior leadership on workforce risks, capacity constraints, and planning tradeoffs that materially impact organizational outcomes. Essential Functions PMO Portfolio & Project Governance M anage and optimize the HRBP project roadmap, exercising independent judgment in sequencing, prioritization, and resource allocation to ensure alignment with organizational strategic objectives and maximize business impact. Assess and prioritize HR initiatives based on comprehensive evaluations of business impact, organizational readiness, and strategic alignment, effectively resolving competing demands and resource constraints. Define and govern comprehensive project scopes, strategic timelines, and key milestones for critical HR initiatives, exercising expert discretion in determining deliverable standards, success criteria, and overall project governance. I mplement and enforce standardized project methodologies and robust governance frameworks (including roles & responsibilities) across all HR workstreams, ensuring consistent execution quality and strategic discipline. Own the site-level HR initiative portfolio, including tracking milestones, dependencies, owners, and risks Execution Oversight M onitor, evaluate, and manage project delivery status and quality across all involved organizations, exercising expert judgment in assessing progress against strategic objectives and determining necessary interventions or course corrections. Design, develop, and deliver specialized training and guidance programs to facilitators on execution standards, advanced methodologies, and strategic reporting requirements, fostering best practices and capability building. Identify risks and dependencies across concurrent HR initiatives, independently evaluating severity, probability, and recommended mitigation actions Identify and mitigate complex risks and inter‑dependencies across concurrent HR initiatives, independently evaluating severity, probability, and developing recommended mitigation actions that safeguard strategic outcomes. Exercise critical discretion in escalation timing and framing, providing timely and informed counsel to HR leadership when execution risks threaten strategic delivery timelines or operational readiness. Escalate issues early to HR leadership when execution risks threaten delivery timelines or operational readiness, exercising discretion in escalation timing and framing Stakeholder Alignment & Change Management Lead stakeholder alignment and cross‑team collaboration across HR, Operations, and enterprise partners, independently managing competing priorities, complex negotiations, and communication cadences to foster consensus and drive successful initiative outcomes. Develop and execute comprehensive communication and change management plans for significant HR initiatives, exercising expert judgment in audience targeting, messaging strategy, delivery sequencing, and resistance mitigation. Gather, critically analyze, and synthesize stakeholder feedback to independently identify areas for strategic improvement and formulate recommendations for program refinement and long‑term effectiveness. Prepare status updates and readouts for HR leadership and enterprise partners, independently determining content, framing, and escalation recommendations Workforce Analytics Data Standards & Quality Define data logic and calculation methodologies for key workforce metrics (e.g., headcount, turnover rate, labor mix), exercising independent judgment in establishing standards that drive consistent enterprise reporting Design and conduct comprehensive data audits and controls to ensure integrity and consistency across all HR systems, indexes, and enterprise submissions, proactively identifying discrepancies and determining complex corrective actions. Conduct data audits and controls to ensure integrity and consistency across HR systems, indexes, and enterprise submissions, independently identifying discrepancies and determining corrective actions Establish and maintain validation rules and correction workflows for workforce data, exercising discretion in determining acceptable thresholds and exception handling protocols Ensure the highest level of data integrity and consistency across HR systems, and indexes, applying advanced analytical judgment to reconcile complex discrepancies and validate accuracy for strategic decision support. Strategic & Analytics Framework Build and maintain new production plant workforce forecasts and scenario models aligned to fab ramp, production demand, and shift structures, exercising independent judgment in assumption development, variable selection, and model construction Predict and optimize workforce dynamics through advanced scenario analysis for changes in production volume, attrition, hiring velocity, or skill mix, independently developing and evaluating multiple strategic options Identify workforce risks and develop insight analyses for leadership, independently formulating risk assessments, presenting options and tradeoffs, and recommending mitigation strategies to HR and Operations leadership Establish and maintain the HR Index and database infrastructure, exercising judgment in metric selection, index design, and reporting framework development to support data‑driven decision‑making Independently develop, refresh, and distribute weekly and monthly workforce dashboards/indexes covering headcount, turnover, ramp curves, skill progression, overtime, and labor mix Prepare workforce data packs for monthly/quarterly business reviews and executive updates, independently determining content structure, analytical narratives, and recommended actions Compliance & Process Efficiency Define and streamline HR processes, exercising independent judgment in identifying systemic inefficiencies, designing improved workflows, and recommending significant process changes that enhance operational effectiveness and compliance. Manage sensitive data handling protocols and ensure compliance with data privacy requirements, exercising discretion in access controls, distribution practices, and confidentiality standards Provide digitalization tools and drive improvements to HR process efficiency, independently evaluating technology solutions and recommending implementations that reduce manual effort and improve accuracy Lead HR budget and resource planning, exercising judgment in workforce cost modeling, resource allocation analysis, and financial impact assessments that inform leadership decisions Enterprise Interface & Support Functions Enterprise, HQ & CoE Interface Serve as the primary HR interface for enterprise workforce reporting, planning submissions, and data requests, exercising discretion in data presentation, narrative development, and risk communication Coordinate with HR Centers of Excellence (Talent Acquisition, Benefits, OE, Mobility) to localize and execute programs, independently assessing site readiness and adaptation requirements Support global mobility and international training programs, including coordination for inbound and outbound assignees, exercising judgment in compliance and logistical decision‑making Translate enterprise initiatives into site‑ready execution plans, surfacing site‑specific constraints or risks, independently formulating implementation recommendations Partner with Operations and Talent Acquisition to assess labor supply/demand risks, hiring timelines, and readiness gaps Decision Authority Workforce dashboards, indexes, and analytical outputs Workforce risks and capacity constraints Data integrity issues impacting enterprise reporting Data logic definitions and calculation methodologies Planning options and tradeoffs for HR/Ops leadership Execution risks threatening delivery timelines HR initiative tracking, governance, and delivery discipline Execution risks tied to enterprise programs Operational readiness gaps Site‑level workforce planning and scenario models HR process efficiency and digitalization recommendations Sensitive data handling or compliance concerns HRBP project roadmap and prioritization HR budget and resource allocation analysis Data validation rules and correction workflows Qualifications Required Bachelor’s degree in Human Resources, Business, Analytics, or a related field Minimum 0–3 years of progressive experience across workforce analytics, HR operations, program management, or employee relations Demonstrated capability in workforce reporting, data analysis, and program/project tracking Advanced proficiency in Excel and HR systems Strong cross‑functional coordination and communication skills Attention to detail with commitment to data accuracy Preferred Master’s degree in HR, Business Analytics, or related field HR certification (PHR, SHRM‑CP) Experience with dashboards, forecasting, or workforce planning tools Experience in semiconductor or advanced manufacturing environments Proficiency in HRIS platforms (Workday, SAP SuccessFactors, or similar) Experience with project management methodologies or tools (e.g., Agile, MS Project, Smartsheet) Bilingual capabilities (English/Mandarin) Core Competencies The Strategic Partner role requires mastery at the intersection of three competency domains: Business Acumen – Understanding of TSMC’s operations, production dynamics, and strategic priorities; ability to translate business context into workforce planning insights and HR initiative prioritization Data Analytics – Proficiency in workforce data collection, validation, analysis, and visualization; ability to define data logic, build forecasting models, and produce decision‑ready insights for leadership Project Management – Disciplined execution of HR initiatives through structured governance, stakeholder alignment, risk management, and delivery oversight across concurrent workstreams #J-18808-Ljbffr TSMC