Principal HR Business Partner – Global Operations & Technology

at  Analog Devices

ADI

) is a global semiconductor leader that bridges the physical and digital worlds to enable breakthroughs at the Intelligent Edge. ADI combines analog, digital, and software technologies into solutions that help drive advancements in digitized factories, mobility, and digital healthcare, combat climate change, and reliably connect humans and the world. With revenue of more than $12 billion in FY23 and approximately 26,000 people globally working alongside 125,000 global customers, ADI ensures today’s innovators stay Ahead of What’s Possible. Learn more at
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Purpose
The Principal Global HR Business Partner is a seasoned business leader with global experience and perspective, acting as a Human Capital strategist to executive business leaders while serving as a steward and curator of the Analog Devices culture and talent.
Job Summary
The Principal Global HR Business Partner (Global HRBP) reports to the Vice President, Global Operations & Technology (GO&T). This role supports three global Vice Presidents within the GO&T organization. As their HR Business Partner serve as a strategic partner, aligning the functional priorities into talent imperatives. This role establishes the HR strategy for assigned functional organizations and collaborates with internal and external customers to ensure that the people strategy provides solutions that drive business performance by anticipating work, workforce, and workplace shifts. This role communicates with and provides business input to other parts of the GO&T HR Organization regarding the GO&T objectives, as well as promote the credibility and capability of a “One HR” brand across ADI.

Key Individual Responsibilities

• Strategically translate and align business imperatives to talent imperatives. Influence, actively consult, and provide solutions to senior business leaders in partnership with other People Organization teams related to organizational, workforce, and talent matters
• Focus on the future of work to shape and drive HR strategy with a business perspective. Engage and support development of forward-thinking solutions based on an understanding of relevant business operations and plans while looking for opportunities to standardize and/or leverage best practices globally
• Leverage data driven insights to understand workforce trends, challenges, and opportunities. Guide business leaders regarding targeted talent decisions and investments. Utilize data and trends to understand critical business needs and where resources need to pivot to achieve the most value for the organization while sustaining “business as usual”
• Drive workforce plans to translate strategic goals into supply and demand forecasts that enable the organization to model the workforce composition needed to meet business objectives Assure that short- and long-term talent needs are met with the optimal composition of skills, capabilities, timing, and cost to enable businesses to pivot and perform according to changing priorities, circumstances, and requirements
• Facilitate succession planning and leadership development, advising leaders and leveraging talent programs to build a bench for the top three levels of the organization. Continuously and proactively leverage both quantitative data and qualitative questions and feedback to sense shifts in talent needs and readiness. Endeavor to nurture a reputation as an exporter of key leadership talent
• Provide consultative support and guidance to organizational decisions for assigned functional organizations related to actions such as growth, restructuring, or reductions in force. Ensure business structure and solutions are sustainable and representative of leading practice, leveraging HR capabilities from COEs and HR Operations, as needed
• Champion ADI values and culture and advocate for greater diversity, equity, and inclusion in the business
• Coach and develop senior business leaders

Key Shared Responsibilities

• Partner with other ADI and People Organization leaders to attract the best talent globally and develop their potential to enable successful career journeys to drive growth and performance
• Proactively communicate with Geographic HRBPs on a regular cadence regarding global business plans and objectives, as they apply to workforce and talent initiatives, driving alignment and integration across the global enterprise. Solicit input and perspective from Geographic HRBPs to understand and apply a regional/country lens where culture, employment regulations, language, or other localized factors may potentially impact the design and/or execution of global plans
• Support evolution of the overall People Organization strategy by representing the needs of various markets and thoughtfully balancing the need for localized initiatives in some cases vs. enterprise standard practices for greater scalability and consistency
• Provide consultative support to organizational decisions such as mergers, acquisitions, divestitures, and restructuring, partnering with other HRBPs and HR leaders to assure alignment with strategic direction

Key Leadership Behaviors & Capabilities

• Demonstrate strong business and financial acumen and ability to translate into people strategy
• Ability to build & foster relationships with senior leaders, influencing decisions to produce positive business outcomes
• Strong ability to work effectively across multiple levels of the organization
• Demonstrate agility to shift approaches quickly, as and when needed
• Demonstrate change leadership and a personal resiliency to adapt to emerging trends
• Demonstrate awareness of how to leverage technology to drive efficiency and a positive customer experience
• Demonstrate a strong track record of proactive succession planning and building high-performing leadership teams
• Demonstrate innovative and strategic thinking, bringing creative solutions to complex problems
• Provide credible, insightful, practical executive coaching
• Develop a deep understanding of ADI’s operations and core businesses drivers

Knowledge, Skills, and Other Requirements

• Minimum 10 years combined general business and professional HR experience with five years working at a leadership level
• Experience partnering with senior leaders to reach strategic business goals
• Experience leading global teams across diverse cultures and geographies
• Experience leading managers of other managers
• Excellent project, leadership, facilitation and interpersonal skills
• Understand global customer acquisition and retention strategies and ensure global HR programs (e.g., incentives, performance, learning) are aligned
• Excellent oral and written communication skills, including the ability to organize and present information concisely to executive leaders and other stakeholders
• Strong foundational knowledge of cross-functional disciplines such as compensation, talent acquisition, employee & labor relations, org design, workforce planning, and change management

For positions requiring access to technical data, Analog Devices, Inc. may have to obtain export licensing approval from the U.S. Department of Commerce - Bureau of Industry and Security and/or the U.S. Department of State - Directorate of Defense Trade Controls. As such, applicants for this position – except US Citizens, US Permanent Residents, and protected individuals as defined by 8 U.S.C. 1324b(a)(3) – may have to go through an export licensing review process.
Analog Devices is an equal opportunity employer. We foster a culture where everyone has an opportunity to succeed regardless of their race, color, religion, age, ancestry, national origin, social or ethnic origin, sex, sexual orientation, gender, gender identity, gender expression, marital status, pregnancy, parental status, disability, medical condition, genetic information, military or veteran status, union membership, and political affiliation, or any other legally protected group.
EEO is the Law:
Notice of Applicant Rights Under the Law.
Job Req Type: Experienced
Required Travel: Yes, 10% of the time
Shift Type: 1st Shift/Days

The wage range for a new hire into this position is $149,960 to $206,195.

• Actual wage offered may vary depending on geography, experience, education, training, external market data, internal equity, or other bona fide factors.
• This position qualifies for a discretionary performance-based bonus which is based on personal and company factors.
• This position includes medical, vision and dental coverage, 401k, paid vacation, holidays, and sick time, and other benefits.

Key Individual Responsibilities

• Strategically translate and align business imperatives to talent imperatives. Influence, actively consult, and provide solutions to senior business leaders in partnership with other People Organization teams related to organizational, workforce, and talent matters
• Focus on the future of work to shape and drive HR strategy with a business perspective. Engage and support development of forward-thinking solutions based on an understanding of relevant business operations and plans while looking for opportunities to standardize and/or leverage best practices globally
• Leverage data driven insights to understand workforce trends, challenges, and opportunities. Guide business leaders regarding targeted talent decisions and investments. Utilize data and trends to understand critical business needs and where resources need to pivot to achieve the most value for the organization while sustaining “business as usual”
• Drive workforce plans to translate strategic goals into supply and demand forecasts that enable the organization to model the workforce composition needed to meet business objectives Assure that short- and long-term talent needs are met with the optimal composition of skills, capabilities, timing, and cost to enable businesses to pivot and perform according to changing priorities, circumstances, and requirements
• Facilitate succession planning and leadership development, advising leaders and leveraging talent programs to build a bench for the top three levels of the organization. Continuously and proactively leverage both quantitative data and qualitative questions and feedback to sense shifts in talent needs and readiness. Endeavor to nurture a reputation as an exporter of key leadership talent
• Provide consultative support and guidance to organizational decisions for assigned functional organizations related to actions such as growth, restructuring, or reductions in force. Ensure business structure and solutions are sustainable and representative of leading practice, leveraging HR capabilities from COEs and HR Operations, as needed
• Champion ADI values and culture and advocate for greater diversity, equity, and inclusion in the business
• Coach and develop senior business leader

Key Shared Responsibilities

• Partner with other ADI and People Organization leaders to attract the best talent globally and develop their potential to enable successful career journeys to drive growth and performance
• Proactively communicate with Geographic HRBPs on a regular cadence regarding global business plans and objectives, as they apply to workforce and talent initiatives, driving alignment and integration across the global enterprise. Solicit input and perspective from Geographic HRBPs to understand and apply a regional/country lens where culture, employment regulations, language, or other localized factors may potentially impact the design and/or execution of global plans
• Support evolution of the overall People Organization strategy by representing the needs of various markets and thoughtfully balancing the need for localized initiatives in some cases vs. enterprise standard practices for greater scalability and consistency
• Provide consultative support to organizational decisions such as mergers, acquisitions, divestitures, and restructuring, partnering with other HRBPs and HR leaders to assure alignment with strategic directio