Senior Specialist, People Partner

The role provides proactive, business-facing partnership to a defined organization. It balances strong execution with increasing diagnosis of root causes and helps managers strengthen judgment, accountability, and ownership rather than defaulting to HR-led solutions.

• →Build trusted relations
• →eness, and communication needs.
• →Coordinate with COEs and HR Operations to deliver integrated solutions, clear ownership, and a consistent manager experience.
• →Lead local or regional People projects and process improvements that strengthen quality, consistency, and scalability.
• →Provide informal coaching and guidance to Associate People Partners on process, judgment, and business context.
• →Contribute to a One ASM culture by collaborating across businesses, regions, and People teams; reinforce shared values, inclusive practices, and enterprise-minded ways of working.
• →Serve as an engagement advocate by lihips with leaders and understand the organization’s strategy, operating priorities, workforce, and talent needs.
• →Advise managers on employee relations, performance management, policy interpretation, team dynamics, engagement, and employee lifecycle matters.
• →Coach managers to clarify issues, evaluate options, strengthen decision-making, and retain appropriate ownership for people leadership.
• →Independently manage routine to moderately complex employee matters, engaging Employee Relations, Legal, or senior People Partners when risk or precedent warrants.
• →Facilitate or support performance, talent review, succession, retention, engagement, and workforce planning activities for assigned groups.
• →Use employee data, case themes, and leader feedback to identify trends, diagnose common issues, and recommend practical actions.
• →Partner with leaders on smaller organizational changes, role clarity, team effectivstening to employee and leader perspectives, identifying themes, and partnering with leaders to translate insights into practical actions that strengthen engagement and the employee experience.

• 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 3 years of progressive HR experience, including direct support to managers.
• Solid working knowledge of employee relations, performance management, talent processes, compliance, and the employee lifecycle.
• Ability to recognize risk, precedent, and escalation needs and to balance business requirements with employee experience.
• Demonstrated ability to coach managers, build ownership and judgment, and solve problems.
• Ability to interpret workforce data and translate observations into useful recommendations.
• Strong communication, collaboration, project management, and stakeholder management skills.
• Solid understanding of core HR processes and practices, including the employee lifecycle, employee relations, performance management, talent processes, and policy application.
• Working knowledge of applicable employment law and employment practices, including U.S. employment law where relevant to the supported organization.
• Strong problem-solving, communication, organizational, and stakeholder-management skills.
• Ability to manage multiple priorities, work with an appropriate level of independence, and exercise sound judgment about when to escalate.
• Ability to handle confidential and sensitive information with professionalism, discretion, and sound judgment.
• Collaborative mindset with a strong willingness to learn, grow, share knowledge, and support others across the People function.

• Experience supporting technical, manufacturing, engineering, or operations teams.
• Experience with talent review, engagement, retention, or workforce planning processes.
• Exposure to organizational change or team-effectiveness work.
• Experience in a global, matrixed environment.
• SHRM-CP, PHR, or similar certification.
• Experience with or exposure to U.S. immigration or global mobility processes.
• Experience working with HRIS platforms and related People systems.
• Demonstrated ability to take ownership of HR topics, projects, or process improvements.

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.