Senior HR Business Partner

Who We Are

Applied Materials is the global leader in materials science and engineering solutions that are at the foundation of virtually every new semiconductor chip and advanced display in the world. The equipment that we create and service is essential to advancing AI and accelerating the commercialization of next-generation semiconductor chips. Join us and push the boundaries of materials science and engineering in a company at the foundation of the electronics industry. The work we do together advances the world’s technology.

What We Offer

Location:

Singapore,SGP

You’ll benefit from a supportive work culture that encourages you to learn, develop, and grow your career as you take on challenges and drive innovative solutions for our customers. We empower our team to push the boundaries of what is possible—while learning every day in a supportive leading global company. Visit our Careers website to learn more.

At Applied Materials, we care about the health and wellbeing of our employees. We’re committed to providing programs and support that encourage personal and professional growth and care for you at work, at home, or wherever you may go. Learn more about our benefits .

Role Overview

The Senior HR Business Partner serves as a trusted advisor to our Applied Customer Service senior business leaders, driving the people strategy to enable business growth, organizational effectiveness, and workforce transformation. This role partners closely with executive leadership to align talent, culture, organization design, and leadership capability with business objectives.

As a member of the HR leadership team, this role provides strategic guidance on workforce planning, organizational development, talent management, change leadership, employee engagement, succession planning, and leadership effectiveness. The role combines strategic thinking with strong execution capability to deliver measurable business outcomes.

Key Responsibilities

Business Partnership

• •Partner with senior executives and business leaders to develop and execute people strategies aligned with business objectives.
• •Translate business priorities into actionable HR initiatives that drive organizational performance and growth.
• •Serve as a trusted coach and advisor on organizational, talent, leadership, and workforce matters.
• •Influence and challenge leaders to make effective people and organizational decisions.

Workforce Planning & Talent Strategy

• •Lead workforce planning efforts to ensure organizational capability aligns with short and long-term business needs.
• •Analyze workforce trends, talent supply, skill gaps, and succession risks to inform strategic decisions.
• •Develop talent acquisition, internal mobility, and retention strategies to address current and future talent needs.
• •Partner with Talent Acquisition and business leaders on critical hiring, executive recruitment, and workforce optimization initiatives.

Organization Effectiveness & Transformation

• •Drive organizational design and effectiveness initiatives that enhance agility, scalability, and productivity.
• •Lead change management programs related to business transformation, restructuring, acquisitions, integrations, and growth initiatives.
• •Assess organizational health and implement solutions to improve team effectiveness and performance.

Leadership Development & Talent Management

• •Lead talent review, succession planning, and leadership development processes.
• •Coach senior leaders to strengthen leadership capability, employee engagement, and organizational culture.
• •Partner with Centers of Excellence to implement development programs, talent acceleration initiatives, and executive coaching interventions.
• •Build diverse leadership pipelines and strengthen bench strength across the organization.

Employee Experience & Culture

• •Champion company values, culture, and employee engagement initiatives.
• •Drive strategies to improve employee experience, retention, and organizational commitment.
• •Analyze engagement data and develop targeted action plans to address opportunities.
• •Foster an inclusive, high-performance work environment that promotes collaboration and innovation.

Performance & Rewards Partnership

• •Guide leaders through performance management processes and talent decisions.
• •Partner with Compensation and Benefits teams on market competitiveness, pay decisions, and retention programs.
• •Ensure fair, consistent, and compliant people practices across the organization.

Data & Analytics

• •Utilize workforce analytics and HR metrics to provide insights and recommendations to leadership.
• •Measure effectiveness of HR initiatives and identify opportunities for continuous improvement.
• •Drive data-based decision making across talent, organizational, and business priorities.

Governance & Compliance

• •Ensure compliance with employment legislation, company policies, and ethical business practices.
• •Partner with Employee Relations, Legal, and Compliance teams on complex employee matters.
• •Mitigate organizational and people-related risks through proactive planning and interventions.

Qualifications

Education

• •Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field.
• •Master's degree or MBA preferred.

Experience

• •12+ years of progressive HR experience, including significant HR Business Partner leadership experience.
• •Experience supporting senior executives and global or regional business organizations.
• •Proven track record leading organizational transformation, workforce planning, and talent strategies.
• •Experience in fast-paced, matrixed, multinational environments.
• •Semiconductor, advanced technology, manufacturing, engineering, or industrial sector experience preferred.

Critical Competencies

Strategic Leadership

• •Strong business acumen and ability to align people strategies with business outcomes.
• •Ability to influence senior leaders and operate effectively at the executive level.

Talent & Organization Expertise

• •Deep expertise in organizational design, talent management, leadership development, succession planning, and workforce planning.
• •Strong understanding of change management and transformation methodologies.

Consulting & Influencing

• •Exceptional stakeholder management and relationship-building skills.
• •Ability to challenge constructively and drive alignment across diverse stakeholder groups.

Data-Driven Decision Making

• •Experience leveraging analytics and workforce insights to influence business decisions.
• •Strong problem-solving and critical-thinking capabilities.

Communication & Collaboration

Outstanding communication, presentation, and executive facilitation skills.

Ability to lead through influence and collaborate across regions, cultures, and functions

Additional Information

Time Type:

Full time

Employee Type:

Assignee / Regular

Travel:

Relocation Eligible:

No

Applied Materials is an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, national origin, citizenship, ancestry, religion, creed, sex, sexual orientation, gender identity, age, disability, veteran or military status, or any other basis prohibited by law.