Analog Devices, Inc. (NASDAQ: 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 FY22 and approximately 25,000 people globally working alongside 125,000 global customers, ADI ensures today’s innovators stay Ahead of What’s Possible.
Senior HR Business Partner – Global Operations & Technology (Limerick):
Purpose
The Senior HR Business Partner is a seasoned HR Business partner with experience and perspective, acting as the primary point of contact for business leaders while serving as a steward and curator of the Analog Devices culture and talent strategy.

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Job Summary
The Senior HR Business Partner reports to the Head of HR for Ireland and will be a member of the Ireland HR team supporting global functions and client groups based in Limerick. This role will primarily support the Global Operations and Technology organization serving as a strategic HR business partner, aligning the functional priorities across engagement, retention, driving key HR KPI’s and our talent imperatives. This position will play a key role in union relations and supporting the business to drive and enhance our associate value proposition, while executing the HR strategy in conjunction with HR Centres of Excellence (COE’s) to ensure Human Resources provides solutions that drive business performance.

Job Role and Responsibilities will include but not be limited to:

• Build relationships with key stakeholders within assigned HR Client Groups and act as an advisor and coach to other members of the functional leadership teams to identify and address the critical needs of the business and achieve goals that support the people strategy.
• Champion the company’s values and culture; continue the company’s ability to attract, engage, and retain a high-performance team which can lead growth; Participate in talent review processes, driving talent development and career progression.
• Support line management in forecasting and planning talent acquisition requirements leveraging workforce planning tools and supporting execution on talent plans.
• Develop a strong associate engagement program that facilitates open communication with leadership, advancement of the associate value proposition and educates associates on how they contribute to enterprise-wide goals. Partner with business leaders on initiatives that engage associates and promote retention of key talent. Foster constructive associate relationships across the organization; Understand associate needs and facilitate effective communication channels between leaders and associates
• Proactively partner with management and internal and external union representation fostering collaboration and engagement to meet business objectives.
• Partner with Corporate Compensation and senior leadership to maximize total rewards programs including focal review; equity planning; bonus planning; promotions; retention and special adjustments. Conduct compensation benchmarking projects and make and implement recommendations to mitigate external market trends.
• Advise and coach managers on relevant employee relations matters. Oversee grievance, disciplinary, investigations processes and performance improvement plans in line with policies and procedures.
• Collaborate with HR Center’s of Excellence (COE’s) to implement HR methodologies and procedures that will support efficient business performance and improve people management capability
• Leverage HR KPI’s to track and trend HR Performance and apply appropriate countermeasures to mitigate when required.
• Manage specific projects to support the HRBP team and participate in functional and cross-functional projects to ensure alignment with Global HR strategy.

Essential Experience / Knowledge:

• Minimum 4+ years HR experience (preferably in a US Multinational/Manufacturing environment) and degree qualification or equivalent
• Previous experience working in a unionized environment and participating in union negotiations
• Experience partnering with senior leaders to achieve shared company objectives
• Excellent project, leadership, facilitation and interpersonal skills
• Previous experience working though change programs or certification in change management a plus
• Excellent oral and written communication skills, including the ability to organize and present information concisely to executive leaders and other stakeholders
• Proven ability in designing and implementing HR initiatives that support strategic business aims
• 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.
Job Req Type: Experienced
Required Travel: Yes, 10% of the time
Shift Type: 1st Shift/Day

• Build relationships with key stakeholders within assigned HR Client Groups and act as an advisor and coach to other members of the functional leadership teams to identify and address the critical needs of the business and achieve goals that support the people strategy.
• Champion the company’s values and culture; continue the company’s ability to attract, engage, and retain a high-performance team which can lead growth; Participate in talent review processes, driving talent development and career progression.
• Support line management in forecasting and planning talent acquisition requirements leveraging workforce planning tools and supporting execution on talent plans.
• Develop a strong associate engagement program that facilitates open communication with leadership, advancement of the associate value proposition and educates associates on how they contribute to enterprise-wide goals. Partner with business leaders on initiatives that engage associates and promote retention of key talent. Foster constructive associate relationships across the organization; Understand associate needs and facilitate effective communication channels between leaders and associates
• Proactively partner with management and internal and external union representation fostering collaboration and engagement to meet business objectives.
• Partner with Corporate Compensation and senior leadership to maximize total rewards programs including focal review; equity planning; bonus planning; promotions; retention and special adjustments. Conduct compensation benchmarking projects and make and implement recommendations to mitigate external market trends.
• Advise and coach managers on relevant employee relations matters. Oversee grievance, disciplinary, investigations processes and performance improvement plans in line with policies and procedures.
• Collaborate with HR Center’s of Excellence (COE’s) to implement HR methodologies and procedures that will support efficient business performance and improve people management capability
• Leverage HR KPI’s to track and trend HR Performance and apply appropriate countermeasures to mitigate when required.
• Manage specific projects to support the HRBP team and participate in functional and cross-functional projects to ensure alignment with Global HR strategy