Lead II, People Partner

At ASM, we're helping enable the technologies that power the world's most advanced semiconductors. As a global leader in semiconductor manufacturing technology, we're driven by innovation, collaboration, and a commitment to solving some of the industry's most complex challenges. 

As ASM continues to grow, so does the opportunity to build the talent, leadership, and organizational capabilities that fuel our success. 

If you're excited about joining a dynamic, global organization at the forefront of technology and want the opportunity to help leaders, teams, and organizations scale, ASM may be the place for you. 

Our People team plays a critical role in helping the business grow by developing leaders, strengthening organizational effectiveness, building talent, and creating an exceptional employee experience. We're looking for HR professionals who are passionate about partnering with leaders, solving business challenges through people, and helping organizations perform at their best. 

This role combines strategic business partnership with accountability for delivering scalable people solutions across a major organization. You will help ensure leaders have the talent, structure, capabilities, and leadership practices required to achieve their objectives. Beyond providing talent and HR expertise, you will serve as an organizational effectiveness consultant and trusted coach who helps leaders identify blind spots, make stronger decisions, lead through change, and increase individual and team performance. 

• →Serve as a trusted strategic advisor and coach to Directors, Vice Presidents, and leadership teams on business execution, talent, workforce, organizational effectiveness, engagement, culture, and leadership matters. 

• →Translate business objectives into actionable people, leadership, and organizational strategies that support growth, transformation, execution, and long-term capability. 

• →Coach senior leaders on leadership effectiveness, decision-making, accountability, change leadership, talent leadership, team dynamics, and organizational performance. 

• →Provide constructive challenge, surface blind spots, and help leaders navigate complex organizational, talent, and workforce decisions with clarity and sound judgment. 

• →Facilitate leadership team discussions that strengthen alignment, decision quality, collaboration, accountability, and execution of business priorities. 

• →Lead talent review, succession planning, strategic workforce planning, leadership development, performance management, retention planning, and organizational health initiatives. 

• →Partner with leaders to strengthen manager capability, leadership bench strength, succession readiness, and organizational health across their organizations. 

• →Identify talent, leadership, and organizational risks and develop practical, scalable solutions that improve business outcomes. 

• →Consult on organizational design, operating models, role clarity, decision rights, leadership effectiveness, and team performance. 

• →Partner with leaders to navigate organizational growth, restructuring, transformation, leadership transitions, and business evolution. 

• →Lead complex employee relations, performance, and organizational matters while balancing business needs, employee experience, consistency, precedent, and risk. 

• →Use workforce analytics, talent insights, organizational diagnostics, and business data to inform decisions and influence leadership action. 

• →Partner with Centers of Excellence, HR Operations, and other key stakeholders to deliver integrated people solutions and a consistent manager experience. 

• →Coach and mentor People Partners and other HR colleagues to strengthen business acumen, organizational diagnosis, leader advisory capability, and overall functional effectiveness. 

• →Lead cross-functional or enterprise People initiatives that improve scalability, consistency, leadership capability, and business impact. 

• Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or a related field, or an equivalent combination of education and relevant experience. 

• At least 8 years of progressive HR experience, including prior HR Business Partner or People Partner experience. 

• Demonstrated success partnering with senior leaders on talent, workforce, leadership, organizational, and business challenges. 

• Demonstrated experience coaching senior leaders and influencing leadership behavior, decision-making, team effectiveness, and organizational performance. 

• Strong capability in organizational effectiveness, talent management, workforce planning, employee relations, leadership coaching, and change management. 

• Proven ability to balance trusted support with constructive challenge and build credibility across multiple leadership levels. 

• Strong business acumen with the ability to connect people and organizational strategies to business performance, capability, execution, cost, and risk. 

• Experience using workforce data, talent insights, business metrics, and organizational diagnostics to develop a clear point of view and influence decisions. 

• Excellent executive communication, facilitation, consulting, coaching, and stakeholder management skills. 

• Ability to navigate ambiguity, complexity, sensitive matters, and competing priorities with sound judgment, courage, discretion, and executive presence. 

• Experience supporting a large function, business unit, region, or complex organization. 

• Experience coaching senior leaders or leadership teams through significant growth, transformation, restructuring, or change. 

• Experience leading organizational design, strategic workforce planning, succession, leadership development, or team effectiveness initiatives. 

• Experience supporting semiconductor, manufacturing, technology, engineering, or operations organizations. 

• Global or matrixed organizational experience. 

• SHRM-SCP, SPHR, executive coaching, organizational development, or change leadership certification. 

• Senior leaders proactively seek guidance on organizational, talent, workforce, leadership, and business decisions. 

• Measurable improvement in leadership effectiveness, manager capability, accountability, and leadership team performance. 

• Stronger succession readiness, leadership bench strength, talent outcomes, engagement, and retention across supported organizations. 

• Effective organizational design, workforce planning, and leadership decisions that improve business execution. 

• Successful delivery and adoption of change and transformation initiatives. 

• Improved organizational health, team effectiveness, and clarity of roles, decisions, and accountability. 

• Demonstrated impact on business performance through people, leadership, and organizational strategies. 

• Increased capability and effectiveness across the broader People Partner team. 
  
  

Whether you're building your expertise as an Associate People Partner or leading strategic workforce and organizational priorities as a Director, People Partner, you'll have the opportunity to make a meaningful impact, grow your career, and help shape the future of ASM. 

We make the tech that enables the chips in devices which improve lives around the world. We do this with an eye to the future, pushing the boundaries of what’s possible through cutting-edge innovation, and driving the next wave of technological breakthroughs that shape how we live, work, and connect.

To learn more about ASM, find us at asm.com and on LinkedIn, Facebook, Instagram, X and YouTube.

ASM is an equal opportunity employer and considers qualified applicants for employment without regard to race, color, religion, age, nationality, social or ethnic origin, sexual orientation, gender, gender identify or expression, marital status, pregnancy, political affiliation, disability, genetic information, veteran status, or any other characteristic protected by law.