Senior Director Human Resources- GAR

Job Description

• Responsible for managing and leading a 45+ person HR team to provide proactive and effective solutions to employees, managers and leaders around human resources and employees challenges.

• Envisioning, planning, and executing direction and funding requirements as it relates to all scale activities for each country and region to drive Intel's people strategy. 

• Coordinates complex stakeholder relationships and implements systems that address demonstrated business needs.

• Builds a strong, inspired team through active coaching, development, collaboration, and role modelling that will deliver results across Intel.

• Assesses intangible variables to identify and evaluate fundamental issues, providing strategy and direction for major functional areas.

• Possesses in-depth knowledge of the HR and Business Units' functional areas, business strategies, and the company's goals.

• Selects, develops, and evaluates talent and directs the activities of one or more functional areas, divisions, product groups, service areas, or sub-teams.

• Implements effective and successful leadership of both globally aligned and distributed teams

• Creates a culture of agility and innovation where ideas for growth are encouraged across boundaries for the good of Intel.

• Supports the transformation of the Business HR organization into a strategic learning organization that aligns to LEAN and growth mindset principles, efficiency, effectiveness and upskilling across Business HR.

• Role models and cultivates the highest levels of integrity, ethics, respect, and inclusion.

A Business Human Resources Director is required to:

• Provide strategic counsel to executive business leadership around all talent factors related to successful execution of their business strategy.

• Manage the Human Resources (HR) strategy including identifying, aligning, and optimizing the HR programs, processes, and services enabling business success.

• Establish and maintains effective, and influential relationships in support of the global organization/ELT member, aligned region or GEO, ensuring the efficient and effective delivery of the Human Resources OKRs occurs. Partners with the relevant leadership teams to deliver against the business and people objectives, promoting a high-performance culture.

• Know the budget and headcount plan and ensures people programs are managed to the established cost/expense structure. Understand aligned business group intimately, translating business needs into the HR operating plan.

• Work to align practices and initiatives with the company's overarching strategic and operational goals.

• Partner with Business Unit Leaders to address the root causes of HR issues by leveraging strong organizational, business, and financial acumen to increase productivity, engagement, and organizational health.

• Encourage positive employee relations by using sensing tools, engaging directly with employees, and monitoring organizational health.

• Coach and develops members of the business HR team and set prioritized goals and metrics to measure the growth and performance of the team.

• Act as a steward of corporate HR practices, guidelines, and policies and role models Intel culture and values creating a work environment in which people treat each other with respect and dignity, regardless of their roles, responsibilities, or differences.

• Manage a team of HR business professionals and leads a global HR account team representing domain and process experts across HR, driving the engagement, career growth and impact of the employees within both their own organization and across Intel.

• Know the business and translate the priorities into the talent implications.

• Own execution of all the HR services, partnering with the COEs to develop and deliver high quality, standardized solutions.

• Provide advice and counsel to Executives and Senior Leaders on all talent matters, identifying key talent, organizational planning, succession, talent reviews, recognition and rewards, performance improvement and terminations, employee relations issues, and corporate people movement. Utilizes broad HR domain expertise to lead talent decisions, forecasting, and workforce planning, in partnership with Talent Acquisition partners to enable a strategic holistic workforce plan.

• Use data and analytics to understand the health of the organization, talent and related HR services within the business and develop interventions in partnership with the COEs to resolve business challenges.

• Manage the talent pools at the business level and plays an active role in the recruitment and interview processes (for Gr10+), influencing selection processes that encourage diversity of candidates, geographic workforce, and use of best hiring practices to attract talent.

• Provide business input and signals to HR Centers of Excellence (COE) to develop and execute an effective human resource strategy.

• Conduct one-on-one effectiveness coaching with senior leaders to improve leadership capability or the resolution of leadership gaps.

• Responsible for enabling teams to execute through clear goal setting, facilitating work, maintaining accountability, applying differentiated performance management, and driving team results; may be individual contributors that lead cross-functional, account teams that work together to deliver the talent lifecycle.

• Drives results by inspiring people, role modeling Intel values, developing the capabilities of others, and ensuring a productive work environment.

Qualifications

• Minimum 15 years of HR experience.

• Proven track record in effectively partnering and influencing business leaders to deliver the right outcomes on people-related decisions, focusing on key agenda items such as workforce planning and capabilities, People Strategy and Diversity and Inclusion.

• Experience in developing and deploying talent strategies to ensure high-quality succession pipelines exist for critical roles.

• Experience in Employee Relations and good knowledge of the local labor law and HR practices/procedures is essential.

• Effective communicator, with a drive for excellence. A principled and energetic approach to partnering with the business in HR related matters.

• Experience managing a large team.

• Strong global leadership skills demonstrated with direct reports, matrix reports, and senior key business partners to deliver sales and organizational results.

Inside this Business Group

Intel's Human Resources group is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the company's culture and values. Intel Human Resources provides first-rate, cost-effective services and support to employees worldwide and is dedicated to advancing Intel's business goals.

Other Locations

MY, Penang

Posting Statement

All qualified applicants will receive consideration for employment without regard to race, color, religion, religious creed, sex, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance.

Benefits

We offer a total compensation package that ranks among the best in the industry. It consists of competitive pay, stock, bonuses, as well as, benefit programs which include health, retirement, and vacation. Find more information about all of our Amazing Benefits here.


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Working Model

This role will be eligible for our hybrid work model which allows employees to split their time between working on-site at their assigned Intel site and off-site. * Job posting details (such as work model, location or time type) are subject to change.

Position of Trust
This role is a Position of Trust. Should you accept this position, you must consent to and pass an extended Background Investigation, which includes (subject to country law), extended education, SEC sanctions, and additional criminal and civil checks. For internals, this investigation may or may not be completed prior to starting the position. For additional questions, please contact your Recruiter.