Hybrid People Partner has dual responsibilities for providing strategic business partner support to the non-US business functions, in addition Hybrid People Partner takes oversight for a cluster of countries in the region. Part of extended staff of Business People Partner team.

As a Hybrid People Partner you will serve as a strategic partner and consultant, aligning human resources practices with business objectives to foster a high-performance culture. You will collaborate. closely with leadership and employees to implement people strategies that support organizational goals and enhance employee engagement.

The Hybrid People Partner role is a strategic, consultative, and hands-on position that ensures people, culture, and business goals are aligned. In an environment undergoing rapid transformation, the People Partner is a key driver of psychological safety, inclusion, and collaboration, helping leaders and teams navigate change, complexity, and innovation.

Key Responsibilities

 1. Strategic HR Partnership & Business Alignment 
 * Serve as a trusted advisor to senior leaders, particularly within Sales and Business Leadership, ensuring that people strategies support business growth (grade dependent)
* Translate organizational goals into HR strategies that drive team effectiveness, engagement, and retention.
 * Use sociological insights and data to anticipate and address workforce trends, organizational challenges, and leadership dynamics.

 2. Employee Experience and Advocacy 
* Champion initiatives that create a culture of trust, respect, and collaboration, ensuring that teams thrive in a high-pressure, fast-moving environment.
 * Partner with site leaders to drive HR initiatives, including employee engagement actions from Shape and other surveys.
 * Address systemic employee experience challenges by recommending and implementing regional improvements. Ensure regional nuances are considered and addressed in global employee experience strategies
 * Guide and partner with People  Consultants for integration of employees joined through acquisition

 3. Change Leadership & Transformation Support 

* Ensure HR is at the forefront of business transformation, guiding leaders through culture shifts, structural changes, site strategy discussions and evolving workforce expectations
* Support teams in designing for collaboration, ensuring that high-performance expectations are met with healthy team dynamics and clear ways of working.
 * Lead transformation projects at the regional level, ensure alignment, mitigate risks
 * Apply systems thinking to diagnose and solve organizational challenges, ensuring that HR initiatives support long-term growth rather than short-term fixes.
* Collaborate with cross-functional teams to design agile HR solutions that can scale with business expansion.

 4. Talent Development & Retention in a Competitive Market 
 * Partner with Talent COE to drive leadership development programs that prepare managers for leading high-growth, high-stakes teams.
 * Support regional leaders in succession planning and workforce development, ensuring that top talent is identified, nurtured, and retained (grade dependent)
 * Monitor and proactively plan retention efforts in the region based on the data and collaboration with business, talent, Business People Partners and compensation teams

 5. Coaching and Leadership Support 
 * Act as trusted coach for various situations for leaders and managers in the region: performance, conflict resolution (grade dependent)

 6. Compliance, Regional support 
 * Support and serve as experts when needed to prepare and present in front of work councils and trade unions.
 * Support with Reduction in Force (RIF) processes in the region, in collaboration with Consultants, ER and legal when needed (grade dependent)
 * Support with disciplinary actions in the region in collaboration with Consultants, ER and legal when needed (grade dependent)
 * Review and approve employee/team changes in the systems: offers, off-cycle promotions, compensation changes, counter offers (grade dependent) - APPROVAL FLOWS TO BE REVIEWED AND DISCUSSED

People Partner in a high-growth, transformational organization is not just an HR functionary—they are a catalyst for cultural and business success. By combining HR expertise, psychological safety principles, and sociological insights, they empower leaders and teams to navigate change, build inclusive cultures, and drive high performance.

 This role ensures that people strategy is a competitive advantage, making HR a true business enabler in an industry where talent, teamwork, and culture are key to innovation and success. 

 Required Skills 
 * Strategic HR Leadership - Ability to drive HR initiatives across global and regional levels.
 * Cross-Cultural Communication - Skilled in navigating different cultures, leadership styles, and business practices.
 * HR Policy Harmonization - Experience balancing global HR frameworks with local adaptations.
 * International Labor Law & Compliance - Strong knowledge of multi-country employment regulations.
 * Workforce Analytics & HR Technology - Proficiency in using HR data to inform talent strategies.
 * Change & Transformation Leadership - Experience leading global HR transformation initiatives.
 * Executive & Senior Stakeholder Management - Ability to influence C-suite, regional HR leaders, and country managers.

 Required Experience 
 * 10+ years of HR experience, ideally in a global or multi-country role.
 * Experience in supporting both a global business unit and regional HR functions.
 * Proven track record in talent management, workforce planning, and organizational change across multiple geographies.
* Familiarity with matrixed organizations, ideally in a semiconductor, tech, or manufacturing environment.
 * Experience with HR operating models, M&A, or workforce restructuring across different regions