HR Generalist (Production) (f/m/d)

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 The People Experience & Engagement Business Partner is the primary executional HR partner for employees and frontline‑to‑mid‑level leaders in TSMC’s high‑volume semiconductor manufacturing environment. This role is responsible for day‑to‑day employee relations execution, policy application, investigations, and risk stabilization, ensuring consistent, timely, and legally compliant handling of people issues at scale. The People Partner enables broader organizational initiatives by resolving individual employee issues, identifying risk patterns, and escalating appropriately while embodying TSMC’s core values of Integrity, Commitment, Innovation, and Customer Trust.
Essential Functions Employee Relations & Case Management (Primary Function) Serve as the first point of contact for employee relations issues across assigned populations, including attendance, conduct, performance, policy compliance, and workplace complaints
Manage a high‑volume ER caseload across multiple shifts and departments
Draft, review, and validate corrective action documentation, including written warnings, final warnings, and termination packets
Ensure consistent and legally compliant application of HR policies across managers, shifts, and departments
Maintain accurate and complete case documentation in HR case management systems
Manager Enablement Provide daily, real‑time guidance to employees on HR policies, procedures, and employee situations
Support managers in delivering attendance, discipline, and performance conversations, including preparation and documentation standards
Advise managers on performance improvement and development plans, execution, attendance tracking, and corrective action sequencing
Reinforce role clarity, behavioral expectations, and policy standards as defined by leadership and HR governance
attendance issues, supervisor behavior, shift concerns)
Flag emerging patterns and trends to Leadership Partners and HR leadership
Support execution of engagement surveys, listening sessions, and follow‑up actions as directed programs
Reinforce cultural norms through consistent policy application and timely issue resolution
Risk Identification & Escalation Identify and escrow people risks involving leadership behavior, repeated patterns, or elevated legal exposure
Partner closely with LOA, Accommodations, Compliance, and Legal teams to ensure documentation accuracy and risk containment
Escalate cases to Leadership Partners when issues involve manager or senior leader behavior, structural or role clarity concerns, or reputational, legal, or enterprise‑level risk
Retain ownership of cases that are individual, policy‑based, and resolvable through standard corrective action
Policy interpretation for individual cases
Systemic/repeat organizational risks
High‑risk cases with legal exposure
Escalates to Leadership Partners and HR leadership for systemic risks, high‑risk cases, and leadership behavior concerns.
Qualifications Required Bachelor’s or master’s degree required in Human Resources or related field
Minimum 3 years of progressive HR experience in manufacturing or other high‑volume industrial environments
Demonstrated expertise in employee relations case management, workplace investigations, and corrective action execution
Proficiency in Microsoft Office Suite and HR case management systems
Preferred HR certification (PHR, SHRM‑CP)
5 years of progressive HR experience in manufacturing or other high‑volume industrial environments
Experience in semiconductor or advanced manufacturing environments
Bilingual capabilities (English/Mandarin)
Experience with HRIS platforms (Workday, SAP SuccessFactors, or similar)
Prior experience managing ER caseloads across shift‑based manufacturing operations

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