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Human Resources Director - US Customer Support

Cielo Search Solutions


Location:
Hillsboro, Oregon 75225
Date:
04/20/2017
Job Type:
Employee
Job Status:
Full Time
Categories:
  • HR Generalist
  • International HRM
  • Organizational Development
Cielo Search Solutions
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Job Details

Job Mission

Mission of this role is to 1. Drive the strategic people agenda, including: succession management, talent development, employee engagement and performance management in US Customer Support  2. partner with the CS Leadership teams in US, 3. to drive the needed culture changes in the various Customer Support offices  4. grow and develop the US HR team and 5. Ensure compliance with company values, processes and US laws and regulations.

The incumbent will report into the WW HR Head for Customer Support and work in a matrix organization in support for other functions Logistics and Mature products. The HR Director is a member of the global Customer Support HR Management Team and the US HR Management team. The HR Director CS US will have an HR team of 5 fte in US (Hillsboro, OR, Wilton, CT and Chandler, Az.). The position will be located in Hillsboro.

The Customer Support business line employs 750 fte over various locations; the company is growing fast and the number of employees for CS US will soon exceed 1000. 80% of the ASML employees hold a bachelor, master or PhD degree (mainly physics, mechanical engineering, electronics, software, etc.).

Job Description

  • Business Partnering
    • Lead development and implementation of long term People vision and strategy for US Customer Support, balancing local needs and corporate direction and initiatives
    • Via strong understanding of semicon industry and business field, pro-active consulting and supporting executives on strategic (HR) themes
    • Take leading role in all Change Management activities, employee communication and engagement
    • Consult country CS management team and prepare organization on handling fast growth
    • Ensure HR takes lead/key role in global initiatives 
  • People Development
    • Effectively run potential identification and succession management cycles and ensure follow up and implementation of activities to close succession gaps for senior management positions
    • Drive culture towards “coaching” culture to accelerate development of next generation leaders
    • Continue implementation and sustaining  of new People Performance Management approach (started in 2014) and improved succession management and potential identification (improvements implemented in 2015) 
  • Recruitment
    • Accountable for manpower planning and partnering with recruitment partners to ensure timely talent hiring 
  • Employee relations
    • Drives timely and properly handling of ER cases balancing interest company and employees within context of US law and regulations 
  • Compensation & Benefits
    • Ensure competitiveness of reward and recognition on basis of local requirements and balancing local and global C&B policies in close cooperation with US/Global HR team 
  • HR team development
    • Develop the HR team in US to true business partners for Customer Support leadership teams
    • Level up HR skills via development programs in areas of People Development, C&B and recruitment
    • Prepare HR teams for next growth phase of the company.

Requirements

Education and Experience

  • Master in Business Administration, HRM or other relevant field for HR highly desired
  • 15+ years’ experience in HR generalist and/or expert roles, and latter 3-5 years at Director level
  • Extended experience in working in international context (regional HR line or regional HR expert) and multi-location HR team management
  • Proven track record in company change management trajectories and turn-arounds

Knowledge and Skills

  • Strong sense of ownership and drive
  • Business acumen combined with good sense of people needs on all levels in organization
  • Strategic view and articulate in formulating direction
  • Strengths in Change Management and employee communication, deep understanding of drivers employee engagement
  • Balances interest of local needs and situation and corporate views and programs
  • Can move quick from “helicopter view” to details and back again
  • Open, accessible and transparent, able to build strong relationships on all levels in organization
  • Passion for People Development
  • Strong knowledge of C&B, hiring, US labour law and regulations
  • Able to create structure and structurally drive HR agenda
  • Able to handle ambiguity and non-clarity in rapidly changing environment

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