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Compensation Business Partner at Applied Materials

Austin, Texas, United States -

Full Time

Start Date

Immediate

Expiry Date

16 Feb, 26

Salary

0.0

Posted On

18 Nov, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Compensation, Data Analysis, Strategic Advisory, Market Analysis, Pay Equity, Data-Driven Decision-Making, Global Collaboration, Compliance, HRIS, Excel, Talent Management, Stakeholder Engagement, Problem Solving, Implementation, Process Management, Communication

Industry

Semiconductor Manufacturing

Description

Build strong partnerships with HR and business leaders to understand organizational goals and talent priorities. Use data and insights to identify risks, opportunities, and proactive compensation actions. Design and execute scalable, globally aligned solutions for compensation challenges. Lead formal compensation processes and manage ad-hoc needs such as promotions, retention, and counter-offers. Provide tools, resources, and guidance to enable effective compensation decisions. Collaborate across the global Rewards team to share best practices and continuously improve. Proven track record leading large-scale, complex compensation implementations across regions. Strong strategic advisory skills, partnering with HR and business leaders to deliver aligned solutions. Expertise in market analysis, pay equity, and data-driven decision-making. Skilled in global collaboration and navigating compliance requirements. Proficient with HRIS/compensation systems (e.g., Workday, SAP) and advanced Excel. Bachelor's degree in Business, HR, Finance, or related field 7-10 years in compensation or rewards with experience in complex, global implementations. Advanced analytical and Excel skills; proficiency with HRIS/compensation systems (Workday, SAP). Strong strategic thinking, collaboration, and influencing skills. Ability to navigate ambiguity, ensure compliance, and deliver scalable solutions.

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Responsibilities

Build partnerships with HR and business leaders to align compensation strategies with organizational goals. Lead compensation processes and provide resources for effective decision-making.