HR Leadership Partner

About the role

TSMC is the world’s leading semiconductor foundry, pioneering advanced chip manufacturing technologies that power the future of electronics. Our cutting-edge 4-nanometer fab in Phoenix, Arizona represents our commitment to expanding US-based semiconductor production and technological innovation.

Essential Functions

• Serve as the primary HR advisor to Operations Directors and senior functional leaders on leadership behavior, performance, and decision-making
• Coach leaders through complex people decisions, including performance management, conduct issues, and leadership behavior concerns
• Provide direct, candid counsel to leaders on risk, impact, and organizational consequences of people decisions
• Participate in senior leadership meetings as the HR voice on people, structure, and risk considerations
• Lead HR assessment for restructures, reorganizations, and workforce actions, including role elimination, redeployment, and workforce communication planning
• Evaluate using performance data, ER trends, engagement results, and operational outcomes
• Recommend targeted interventions to address structural, leadership, cultural, or individual breakdowns
• Enable enablement Assess leadership capability and effectiveness through Effective Management Development Initiative (EMDI) program, direct observation, data review, and leader interactions
• Identify leadership capability gaps and recommend development actions or corrective interventions
• Partner with leaders through change initiatives, including operational transformations, process changes, and workforce transitions
• Guide leaders on change readiness, stakeholder impact, and communication sequencing
• Serve as the HR owner for high-risk employee relations matters (Strategic Retention Framework), including leadership conduct, harassment, retaliation, ethics, and sensitive investigations
• Lead or oversee complex investigations involving managers or senior leaders, including findings, recommendations, and outcome decisions, and results from Effective Talent Development Initiative (ETDI) programs
• Determine the final HR position on escalated cases, balancing legal exposure, precedent, and organizational impact
• Owns Advises Escalates Leadership coaching and performance counsel Leaders on workforce and structure decisions
• Enterprise-level reputational risk Org design & restructuring support HR leadership on systemic org risks
• Litigation-risk matters Final HR judgment on escalated ER cases
• Cross-functional teams on change readiness Board/executive-level exposure
• Enterprise risk posture for client groups

Qualifications

• Bachelor’s or master’s degree required in Human Resources or related field
• Minimum 7+ years of HRBP experience in complex, high-risk environments (manufacturing, operations, or regulated industries)
• Demonstrated expertise in leadership coaching and advisory, organizational design and workforce actions, and high-risk investigations and employee relations
• Proven experience partnering with Legal and Compliance on sensitive matters
• Proven ability to influence and challenge senior leaders with credibility and discretion
• Strong written and verbal communication skills