Senior Human Resources Business Partner

Job Description The HR Business Partner will support the Vice Presidents of the Photonic Devices Business Unit and Integrated Circuit Design Business Unit in a fast-paced, highly technical, and globally connected manufacturing environment. The HR Business Partner will support the Vice Presidents of the Photonic Devices Business Unit and Integrated Circuit Design Business Unit in a fast-paced, highly technical, and globally connected manufacturing environment. This role will primarily support leaders and employees in Fremont and Santa Clara while also supporting a small global population. The position will partner closely with other site HRBPs/regional COEs to ensure consistent, inclusive, and connected HR support across all client groups. The position will follow a hybrid schedule, with an expected presence in Fremont two to three days per week and Santa Clara one day per week. This role is responsible for aligning business objectives with employees, management and partners across HR to deliver practical solutions that support business priorities, workforce needs, and Coherent’s values. Primary Duties & Responsibilities Partner with the Vice Presidents and leadership teams to develop and execute people strategies aligned with business priorities. Build strong relationships with leaders and maintain an understanding of the organizations’ strategies, operating priorities, financial objectives, talent needs, and competitive environment. Translate business priorities into a focused people agenda covering workforce planning, talent, leadership, organizational effectiveness, employee experience, and change management. Lead or support workforce planning, organization design, succession planning, talent reviews, performance management, skills assessments, and employee development. Identify workforce capability gaps, critical roles, retention risks, leadership needs, and succession priorities; partner with leaders and HR colleagues on solutions. Coach leaders and managers on leadership effectiveness, performance management, employee development, team dynamics, and difficult employee conversations. Partner with site and regional HRBPs to support Fremont, Santa Clara, and global client groups consistently and inclusively. Analyze workforce, engagement, retention, performance, and other people data to identify trends, risks, and opportunities. Partner with leaders to develop and execute engagement action plans and monitor progress. Provide compensation support for salary actions, promotions, job re-leveling, retention situations, and other compensation decisions in partnership with Total Rewards. Partner with Talent Acquisition and business leaders on workforce plans, hiring priorities, critical skills, internal mobility, and talent pipelines. Support organization changes and business transformations through stakeholder planning, communications, manager guidance, readiness activities, and follow-through. Advise leaders on employee relations matters, performance concerns, workplace behavior, policy interpretation, and other people issues. Conduct or support thorough, objective, and appropriately documented employee relations investigations in partnership with Employee Relations, Legal, Compliance, or other stakeholders. Maintain working knowledge of applicable employment requirements and partner with Legal and HR subject matter experts to mitigate risk. Partner with HR Centers of Excellence, People Central, regional HRBPs, and HR Operations to implement enterprise HR programs and ensure effective adoption. Bring business context and stakeholder feedback to COE partners to help shape practical and business-relevant HR solutions. Lead or contribute to cross-functional HR projects supporting organizational capability, talent, culture, and business execution. Attend regular business and leadership meetings and provide HR perspective on organizational and workforce decisions. Facilitate or coordinate leadership development, talent, engagement, and other HR programs in partnership with the appropriate COEs. Perform other related duties as assigned. Education & Experience Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field preferred. Typically 6–10 years of progressive HR experience, including experience as an HR Business Partner supporting leaders in technical or complex organizations. Experience partnering with senior leaders and influencing decisions across multiple functions, sites, or regions. Demonstrated experience in workforce planning, talent management, organizational effectiveness, employee relations, performance management, compensation, employee engagement, and change management. Experience in a technology, engineering, manufacturing, semiconductor, or other highly technical environment preferred. SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent certification preferred. Skills Strong business acumen and ability to connect people strategies to business performance, workforce capability, productivity, cost, and execution. Demonstrated ability to influence and coach leaders, including the ability to challenge constructively and influence without direct authority. Strong consulting, relationship-building, and stakeholder-management skills. Excellent verbal and written communication skills. Strong judgment and discretion when handling sensitive and complex employee matters. Ability to balance business priorities, employee experience, legal risk, cost, and enterprise HR standards. Strong analytical and problem-solving skills, with the ability to translate workforce data into practical insights and actions. Excellent organizational skills and ability to manage multiple priorities and deadlines. Ability to work effectively across functions, sites, regions, and cultures with an inclusive and enterprise mindset. Proficient with Microsoft Office Suite and HR systems; experience using workforce analytics and engagement tools. Ability to work onsite in Fremont two days per week and Santa Clara one day per week, with flexibility to support a small global population and business needs. All employees are required to follow the site EHS procedures and Coherent Corp. Corporate EHS standards. Quality And Environmental Responsibilities Depending on location, this position may be responsible for the execution and maintenance of the ISO 9000, 9001, 14001 and/or other applicable standards that may apply to the relevant roles and responsibilities within the Quality Management System and Environmental Management System. Culture Commitment Ensure adherence to company’s values (ICARE) in all aspects of your position at Coherent Corp.: I ntegrity – Create an Environment of Trust C ollaboration – Innovate Through the Sharing of Ideas A ccountability – Own the Process and the Outcome R espect – Recognize the Value in Everyone E nthusiasm – Find a Sense of Purpose in Work Coherent Corp. is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. If you need assistance or an accommodation due to a disability, you may contact us at View email address on click.appcast.io. About Us Coherent is a global leader in lasers, engineered materials and networking components. We are a vertically integrated manufacturing company that develops innovative products for diversified applications in the industrial, optical communications, military, life sciences, semiconductor equipment, and consumer markets. Coherent provides a comprehensive career development platform within an environment that challenges employees to perform at their best, while rewarding excellence and hard-work through a competitive compensation program. It's an exciting opportunity to work for a company that offers stability, longevity and growth. Come Join Us! #J-18808-Ljbffr Coherent