HRPB Site Manager & Talent Development

About Tower Semiconductor

Looking for a career path in the high-tech manufacturing industry? You are welcomed to become part of a team focused on delivering the most exciting semiconductor technology to the world!  
If you enjoy working with talented people in a fast pace environment and are looking for an opportunity to grow your career in the high tech industry - then Tower Semiconductor 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

This role includes both HR site management responsibilities and Talent Development (TD) . The site HR management will focus on integrating the full HR activities within the site, providing comprehensive HR services. The TD aspect will lead and implement talent development programs across the organization to ensure continuous employee growth and organizational capability building. 

Site management Responsibilities:

• Align and oversee all HR functions and activities within the site including:
• Lead the Business partners team with focus on providing services and solutions in employee relations, retention of key talent, performance management, and organizational change.
• Leading the design, development, and execution of global and local talent development programs that support employees’ career growth, including leadership development, skill-building initiatives, and succession planning.
• Oversee Talent acquisition, Payroll and Benefit activities to provide an integrative support to business needs and employee experience. 

 

Talent Development Responsibilities:

• Lead the design, development, and execution of global and local talent development programs that support employees’ career growth, including leadership development, skill-building initiatives, and succession planning.
• Collaborate with senior leaders to identify talent gaps and training needs to drive business success.
• Create a learning culture through development frameworks that ensure ongoing growth and development of employees at all levels.
• Manage the implementation of development initiatives across departments, ensuring alignment with business strategy.
• Evaluate the effectiveness of development programs and make data-driven improvements to ensure they meet organizational goals.
• Lead special projects related to talent development, including mentoring programs, workshops, and e-learning platforms.

This Job Is For You If

• Strategic HR site Focal: Partner with managers to address HR needs, assess gaps, and deliver data-driven solutions for employee relations, performance, and talent acquisition.
• Organizational Development & Efficiency: Advise on organizational design, process improvements, and change management to enhance efficiency and retain key talent.
• Talent Development: Lead talent development programs, including leadership training, career pathing, and succession planning. Foster a learning culture that drives business success.
• Program Implementation: Develop and execute HR and talent strategies, ensuring alignment with business goals. Regularly evaluate and adjust initiatives to optimize results.
• Special Projects: Manage projects based on business needs, such as success celebrations, organizational initiatives, and compliance reporting.
• Training & Development: Conduct needs assessments and deliver targeted training to close skill gaps and ensure compliance with legal requirements.
• Stakeholder Collaboration: Coordinate with corporate HR, divisions, and external agencies to implement HR and talent development initiatives effectively.

 

Working Environment
Assignment Complexity

• Analyze problems from multiple perspectives, using data-driven, creative, and innovative solutions within sound business judgment. Responsibilities span employee relations, staffing, training, performance management, compensation, disciplinary actions, policy improvements, legal compliance, and presenting to site and corporate management.

Accountability/Discretion

• Many decisions, including policy interpretations, are made independently based on sound judgment and are not subject to management review. Errors or poor decisions could expose the corporation to legal risks, increase operating costs, reduce productivity, cause delays in programs, or require additional resources.

Working Relationships

• Collaborate with employees at all levels, external vendors, and legal counsel, balancing employee advocacy with business objectives.

Supervision

• Co