Sr. Program Manager of Talent

Company Overview

KLA is a global leader in diversified electronics for the semiconductor manufacturing ecosystem. Virtually every electronic device in the world is produced using our technologies. No laptop, smartphone, wearable device, voice-controlled gadget, flexible screen, VR device or smart car would have made it into your hands without us. KLA invents systems and solutions for the manufacturing of wafers and reticles, integrated circuits, packaging, printed circuit boards and flat panel displays. The innovative ideas and devices that are advancing humanity all begin with inspiration, research and development. KLA focuses more than average on innovation and we invest 15% of sales back into R&D. Our expert teams of physicists, engineers, data scientists and problem-solvers work together with the world’s leading technology providers to accelerate the delivery of tomorrow’s electronic devices. Life here is exciting and our teams thrive on tackling really hard problems. There is never a dull moment with us.

Group/Division

The vision of KLA’s global human resources organization is to become a leader and partner to operating leadership in support of the company’s efforts to achieve its strategic growth, customer and operating objectives through strategic talent management. Our mission is to enable the business, and leverage human resources to achieve short and long-term business objectives. Our primary areas of strategic focus include talent acquisition, individual and organizational assessment and development, performance management, inclusion and engagement, and rewards. The global HR organization includes HR business partners, learning and development, talent acquisition, compensation and benefits, employee communications, and HR system operations.

Job Description/Preferred Qualifications

The Senior Program Manager of Talent is a key contributor on KLA's Global HR team, responsible for supporting the design and delivery of talent programs that enrich KLA's talent pipeline, strengthen career growth pathways, and drive employee engagement and retention. Reporting to the Senior Director of Talent and Organizational Effectiveness, this is a new role created to deepen KLA's talent management capability as the company continues to scale globally. The Sr. Program Manager will partner closely with HR Business Partners, business leaders, and the broader HR Centers of Excellence (COE) to embed talent practices that are consistent, data-informed, and built for a high-performing organization.

Key Responsibilities

This role will support a range of talent management initiatives, including but not limited to:

• Supporting the design and upkeep of career pathing frameworks, development guides, and growth resources that help employees navigate opportunities across KLA

• Supporting the development and execution of stretch assignments, mentoring programs, and accelerated pathways for high-potential talent

• Partnering with HRBPs and people leaders to enable meaningful development conversations and effective individual development planning

• Supporting talent reviews, succession planning cycles, calibration sessions, and readiness tracking

• Contributing to the development of tools, templates, and resources that enable consistent and objective talent assessment across functions and geographies

• Tracking, reporting, and follow-through on key talent commitments

• Analyzing engagement and listening data to identify trends and inform targeted actions to improve employee experience and retention

• Supporting the design and delivery of training, workshops, and facilitation across talent programs

• Sharing best practices, insights, and lessons learned to strengthen capability across the HR organization

• Supporting the management and continuous improvement of talent systems, tools, and workflows, including Workday Talent & Performance

• Contributing to process consistency and data integrity across talent programs and annual cycles

Preferred Qualifications

• Experience with talent program design and execution

• Background in facilitation, communication, and content development

• Experience using people analytics, engagement survey platforms, and other listening tools to drive program decisions

• Experience working in a global, matrixed technology organization

• Familiarity with