Human Resources Director - Teradyne Robotics

As the VP of HR for Robotics, you will be a key member of both the HR and Robotics Leadership Teams.  Reporting directly into the Chief Human Resource Officer with a dotted line into the Robotics Group President.

 

The VP of HR will partner with senior leadership to drive strategic HR initiatives that align with business objectives. You will directly lead two HR Business Partners in each Business Unit (BU), collaborating to build an integrated HR leadership structure at both the Robotics level and at the BU level; Universal Robots, MiR, and all future companies acquired. Ensuring each business unit’s senior leadership team gets the strategic HR partnership to achieve business results, create a high-performance culture, and effective talent management practices. The HR BP will support synergies and integrations of functions between the BU’s where practical that enable the business to scale up.

 

 

Key Responsibilities:

• Strategic HR Leadership:
  • Collaborate and partner with senior leadership to understand business goals and translate them into global HR initiatives and strategies.
  • Drive the development and execution of HR plans that support the BU’s objectives and contribute to overall organizational success.
  • Serve as a trusted strategic advisor and consultant to senior leadership.

 

• Business Strategy
  • Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape
  • Represent HR and provide strategic input on business strategy
  • Understand what the business needs (through diagnosis, analysis, data), including organizational health, and what the function must bring to meet those needs, leveraging the breadth of the global HR model
  • Partner with the business on how to ensure Teradyne Robotics is optimally set up to deliver on business strategy inclusive of annual business planning and long-range financial planning (e.g., workforce planning)

• Talent Management:
  • Provide strategic guidance on work force planning, talent acquisition, succession planning, and organizational development to ensure the organization has ready talent to achieve strategic objectives.
  • Align talent acquisition strategies in partnership with the Talent Acquisition CoE to deliver the forecasted headcount plans of each of the groups, meeting competency, cost, and time requirements.

 

• Diversity, Equity and Inclusion
  • Develop a Diversity, Equity, and Inclusion (DEI) strategy and initiatives aimed at achieving meaningful enhancements in underrepresented communities, aligned with the corporate DEI strategy.

 

 

 

• Change Management and Organizational Development:
  • Drive initiatives related to organizational design, change management, and culture development to enhance organizational effectiveness. Including cultural transformation, Teradyne Corporate Level Operating System, and Core Curriculum.
  • Identify and advise on opportunities for organizational development, effectiveness improvements,