HRBP Leader

Key Responsibilities

• Partner with senior leaders to align people strategies with business goals and growth priorities.
• Provide strategic guidance on organizational design, talent strategy, and leadership effectiveness.
• Translate business objectives into workforce, leadership, and capability plans.
• Help leaders evolve the organization as the company scales, improving clarity, accountability, and decision-making.
• Support leaders in designing organizations that enable faster execution and collaboration across teams.
• Diagnose organizational challenges and recommend solutions that improve team effectiveness and productivity.
• Partner with leaders to identify capability needs and develop workforce strategies that support future growth.
• Lead talent reviews and succession planning to strengthen leadership pipelines.
• Collaborate with Talent Acquisition to improve hiring quality and attract strong technical talent.
• Coach leaders and managers to strengthen leadership capability and team effectiveness.
• Support leadership development initiatives that build a strong pipeline of future leaders.
• Help leaders navigate organizational change and transformation.
• Embed a high-performance culture aligned with Power Integrations’ values and strategic priorities.
• Drive accountability, engagement, and strong team performance among leaders and managers.
• Implement programs that strengthen employee experience and retention.
• Ensure HR programs are applied consistently across regions.
• Partner with HR Centers of Excellence to deliver integrated solutions in compensation, learning, talent management, and HR operations.

Qualifications

• 12+ years of progressive HR experience, including experience as an HR Business Partner.
• Experience supporting technical or engineering organizations in technology, semiconductor, or similar industries preferred.
• Experience working in global organizations with distributed teams.
• Expertise in organizational design and team effectiveness.
• Talent management and succession planning.
• Leadership coaching and development.
• Workforce planning and talent strategy.
• Change management and organizational transformation.
• Strong business acumen and ability to align people strategy with business outcomes.
• Ability to influence leaders and build trusted partnerships across the organization.
• Comfortable navigating ambiguity and supporting organizations as they scale and mature.
• An analytical mindset with the ability to use data and insights to guide decisions.
• Strong Talent Management background preferred.