Human Resources Business Partner

About Tower Semiconductor

Recruiting World Class Talent For A World Class Leader! Join Tower Semiconductor!

Looking for a career path in the high tech manufacturing industry? Become part of a team focused on delivering the most exciting semiconductor technology to the world!  If you enjoy working with others in a fast pace environment and are looking for an opportunity to grow your career in the high tech industry then Tower is the place to be!

Tower Semiconductor is a global specialty foundry leader! We specialize in manufacturing analog integrated circuits for more than 300 customers worldwide in growing markets such as automotive, medical, industrial, consumer and aerospace and defense, among others.

Job Description

The HRBP role acts as a strategic business partner, the position will provide human resources consultation to assigned business groups within Manufacturing and Operations business unit. The HRBP will build relationships with the assigned Business leaders and their respective organizations and will serve as a catalyst in delivering HR solutions that support the specific needs of each assigned group and overall business objectives. The HRBP is a consultant to management on various aspects of HR, including talent acquisition and talent management, organizational development, employee relations, leadership coaching and partners with our COE’s to deliver and implement solutions in the areas of Benefits and Compensation, Leadership Development, etc. The HRBP should proactively assess and diagnose organizational issues in partnership with Management. Making recommendations and implementing solutions to attract, motivate, develop and retain employees will be crucial for success. Additionally, the HRBP will ensure implementation, on-time delivery, and high quality on all HR deliverables and projects.  Continuously improve processes and policies to support changing business goals and objectives and assure compliance with Federal, State, and local regulatory agencies.

Essential Duties and Responsibilites

•    Within assigned HR responsibilities, assess and determine needs, identify resources, conduct research, formulate conclusions, and develop creative solutions to complex Human Resources problems.  
•    Prepare, present and gain management approval, then develop and execute plans to ensure successful implementation.  
•    Continually evaluate success of programs and modify as appropriate in order to achieve objective of modeling competitive Human Resources practices that meet the changing objectives of the business.
•    Consult with operational management regarding current and anticipated requirements and issues in the area of Human Resources.  Provide advisory assistance to management on complex problems. Create win-win environment for employees and management
•    Some work with Union population and Labor contract interpretation and administration
•    Positive working relationship with union representation and guide site management in fostering a strong working relationship with Union representatives
•    Investigate and resolve internal employee relations and grievances.  Handle and prepare responses to government related complaints and other quasi-governmental matters, such as discrimination claims, unemployment claims, ADA issues, FMLA requests, etc
•    Lead special projects per business needs (e.g.: Qtly success celebrations, Company sponsored events, AA reporting, RIF, acquisition, litigation support, process improvement projects).
•    Analyze and interpret policies and procedures for management.  Evaluate when changes and exceptions are warranted and make decisions, keeping in mind precedent-setting potential and long-term impact.  Provide sound business alternatives where appropriate.
•    Prepare and deliver training based on a needs assessment plus legally required programs.
•    Interface with corporate HR, other divisions, companies and outside agencies in the planning, coordination and implementation of the above responsibilities.

Working Environment

Assignment Complexity 
Problems must be analyzed from diverse angles, where approach is usually known and solutions must be creative and innovative within the realm of sound business judgment.  Assignment can encompass employee relations and communications, staffing and recruiting, employee/management development and training, performance assessment, compensation and awards, disciplinary investigations and actions, celebrations and community involvements, policy/procedure assessment/improvements, legal compliance, and regular presentations/reporting to site and corporate management.
Accountability/Discretion 
Many decisions, such as policy interpretations, are made on basis of judgment and not subject to management review.  Improper or erroneous actions or advice could expose the corporation to leg