HR Business Partner

Looking for a career path in the high-tech industry? Become part of a team focused on delivering the most exciting semiconductor technology in the world! If you enjoy working with others in a dynamic, fast-paced environment and are looking for an opportunity to grow your career in this exciting industry, then Tower Semiconductor is the place to be! Tower Semiconductor, the leading foundry of high-value analog semiconductor solutions, provides technology, development, and process platforms for analog integrated circuits to more than 300 customers worldwide across growing markets such as communications, mobile, infrastructure, consumer, industrial, automotive, medical, and aerospace and defense, among others. Job Description The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to leaders and employees within assigned client groups. This role collaborates closely with business leaders to align people strategies with operational objectives while fostering a high performing, engaged, and compliant workplace. The HRBP provides guidance and support across key Human Resources functions, including employee relations, talent management, workforce planning, organizational effectiveness, change management, and compliance. The successful candidate will combine strategic thinking with hands‑on execution in a fast‑paced manufacturing environment. Strategic Business Partnership You can partner with leaders to develop and execute people strategies that support business objectives. You can advise management on workforce planning, talent development, organizational effectiveness, and employee engagement. You can analyze workforce trends and HR metrics to identify opportunities and mitigate risks. Employee Relations & Compliance You can serve as a trusted advisor to leaders on employee relations matters, performance management, conflict resolution, and workplace concerns. You can conduct workplace investigations and support appropriate resolution of employee issues. You can ensure compliance with applicable employment laws, company policies, and HR practices. Talent & Organizational Development You can support performance management, succession planning, and employee development initiatives. You can partner with leaders to identify and develop talent and build organizational capability. You can partner with Learning & Organizational Development to support leadership and employee development initiatives. HR Programs & Change Management You can support recruiting, organizational changes, compensation initiatives, and workforce engagement efforts. You can lead or participate in HR projects and process improvement initiatives. You can partner effectively with cross‑functional stakeholders to deliver HR solutions. Core Competencies Strategic thinking and business acumen. Strong employee relations, investigation, and conflict resolution skills. Ability to influence, coach, and consult with leaders at all levels. Data‑driven decision‑making and problem‑solving capabilities. Excellent communication, relationship‑building, and collaboration skills. Ability to manage multiple priorities in a fast‑paced environment. Job Requirements: Bachelor’s degree in human resources, Business Administration, or a related field preferred; equivalent combination of education and professional experience will be considered. Typically, 7–10 years of progressive Human Resources experience, including experience supporting business leaders as an HR Business Partner. Strong employee relations, investigation, and performance management experience. Working knowledge of federal and state employment laws, including California employment regulations. Experience supporting employment‑based immigration matters, including work authorization, visa sponsorship, and related compliance requirements. Experience working within a global organization and partnering effectively across multiple countries, cultures, and business functions. Strong analytical, organizational, and problem‑solving abilities. Experience in manufacturing, high‑tech, or unionized environments preferred. Ability to exercise sound judgment, maintain confidentiality, and work independently with minimal supervision. Compensation: $85,000 - $120,000 #IND100 Industry leading healthcare. Community outreach programs Savings and Investments Educational resources Opportunities to network and connect Employee recognition programs U.S. - Invitation to Self-Identify Tower Semiconductor Newport Beach is subject to certain nondiscrimination and affirmative action record‑keeping and reporting requirements which require the company to invite employees to voluntarily self‑identify their gender and race/ethnicity. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. The information obtained will be kept confidential and may only be used in accordance with the provisions of applicable federal laws, executive orders, and regulations, including those which require the information to be summarized and reported to the federal government for civil rights enforcement purposes. For civil rights monitoring and enforcement purposes only, all race/ethnicity information will be collected and reported in the seven categories identified below. The definitions for each category have been established by the federal government and are listed below: American Indian or Alaskan Native: All Persons having origins in the original peoples of North America and South America (including Central America), and who maintain cultural identification through tribal affiliation or community attachment. Asian (Not Hispanic or Latino): All persons having origins in the original peoples of the Far East, Southeast Asia, the Indian Subcontinent. (For example, China, Japan, Korea, Philippine Islands, India, Malaysia, Pakistan, Thailand, Cambodia, and Vietnam). Black or African American (Not Hispanic or Latino): All persons having origins in any of the Black racial groups of Africa. Hispanic: All persons of Mexican, Puerto Rican, Cuban, Central or South American, or Spanish culture or origin, regardless of race. Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino): All persons having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands. U.S. – Protected Veteran Voluntary Self‑Identification Tower Semiconductor Newport Beach is committed to equal opportunity and affirmative action in all aspects of employment for qualified protected veterans. We ask that you please consider completing this section below to help us fulfill our commitments to equal opportunity and affirmative action and to meet our obligations as a government contractor under the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA). VEVRAA requires us to take affirmative action to employ and advance in employment protected veterans. While Tower Semiconductor Newport Beach is required by VEVRAA to submit an annual report to the U.S. Department of Labor identifying the total number of employees who are “protected veterans” based on the categories listed below, submission of this information is voluntary on your part and refusal to provide it will not subject you to any adverse treatment. The protected veteran classifications are defined as follows: “Disabled Veteran”: (1) a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or (2) a person who was discharged or released from active duty because of a service‑connected disability. “Recently Separated Veteran”: any veteran during the three‑year period beginning on the date of such veteran’s discharge or release from active duty in U.S. military, ground, naval, or air service. “Active Duty Wartime or Campaign Badge Veteran”: a veteran who served on active duty in the U.S. military, ground, naval, or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. (Period of War: Korean Conflict June 27 1950 – January 31 1955; Vietnam Era February 28 1961 – May 7 1975 for veterans serving in the Republic of Vietnam or August 5 1964 – May 7 1975 for all other cases; Persian Gulf War August 2 1990 – current). “Armed Forces Service Medal Veteran”: a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. U.S. – Voluntary Self‑Identification of Disability: Section 503 of the Rehabilitation Act of 1973 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities and requires employers to take affirmative action to recruit, hire, promote, and retain these individuals. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of disability. Tower Semiconductor welcomes applicants with disabilities. We strive to provide an equal work environment for all employees and provide reasonable accommodations to qualified individuals with disabilities during the application and interview process. If you are an applicant with a disability and have questions about reasonable accommodation during the application, the interview process or the employment, please contact us at View email address on click.appcast.io. Tower values diversity and encourage all qualified individuals to apply. #J-18808-Ljbffr