HR Business Partner

About the role

STMicroelectronics is looking for an HR Business Partner to act as a strategic partner to management on HR matters for designated business units. The role aligns people strategies with business objectives, supports employee relations and performance management, and helps shape HR programs, talent development and compliance.

Key responsibilities

• Align people strategies and initiatives with business objectives and advise management with data-driven insights
• Analyze HR trends and metrics with the wider HR team to improve policies, programs and processes
• Resolve complex employee relations issues and guide line managers on performance management, coaching, counseling, career development and disciplinary actions
• Support initiatives that build a positive work climate and improve productivity and retention
• Provide HR policy guidance and help define employment terms for new hires, promotions and internal transfers
• Carry out skills and competency gap analyses, identify training needs and support the design and evaluation of training programs
• Promote career development and internal mobility
• Ensure legal and regulatory compliance, advise on risk mitigation, and deploy Responsible Business Alliance (RBA) tools such as SAQ, VAP and audits, including closing audit non-conformities and CAPA actions

Required profile

• Bachelor's degree in Human Resources, Business Administration or a related field
• Minimum 5-8 years of HR experience, including at least 5 years as an HR Business Partner
• Experience in the semiconductor front-end industry or a similar high-tech, high-reliability manufacturing environment
• Able to work in a complex, matrixed organization and in a fast-paced, high-demand environment
• Strong understanding of employment law and HR compliance standards

Required skills

• Excellent verbal and written communication, able to explain complex topics clearly
• Analytical skills: uses data and HR metrics to drive decisions
• Stakeholder management, negotiation and influencing skills
• Organization and execution: manages multiple priorities and meets deadlines
• Talent and development mindset: assesses competencies and turns needs into learning actions
• Change management: drives and supports organizational, cultural and process change