Senior Director, HR Partner

Key Responsibilities

• Shape enterprise and BU strategy through executive influence: Serve as a trusted strategic advisor to senior executives, co-architecting workforce strategies that anticipate market shifts, growth trajectories, and emerging risks. Proactively influence enterprise and BU priorities, ensuring alignment between business goals, organizational design, and talent strategies to enable sustained competitive advantage.
• Lead forward-looking organization and talent strategy: Anticipate organizational needs by diagnosing trends in capability, structure, and leadership effectiveness before they impact performance. Architect integrated talent strategies—including succession, leadership development, workforce planning, and external pipelining—to build a resilient, future-ready leadership bench and critical capabilities.
• Elevate executive leadership capability and effectiveness: Provide candid counsel, challenge thinking, and coach senior executives to elevate leadership impact, team performance, and organizational health. Serve as a key influencer on leadership decisions, team composition, and culture shaping at the highest levels of the organization.
• Drive enterprise-level organizational effectiveness and transformation: Define and lead large-scale organization design, operating model evolution, and transformation initiatives. Ensure clarity in decision rights, accountability, and cross-functional integration to accelerate execution, improve agility, and enable scalable growth across complex, global environments.
• Champion a connected, high-performance “One HR” culture: Actively create alignment and connectivity across HR Partners, COEs, and regions, fostering a seamless and collaborative “One HR” approach. Model enterprise thinking, break down silos, and ensure consistent, high-impact HR delivery that elevates both business outcomes and employee experience.
• Lead complex, high-impact change and engagement strategies: Design and orchestrate enterprise-wide change strategies addressing business transformations, integrations, and cultural evolution. Ensure clear communication, strong leadership alignment, and sustained engagement to drive adoption and results.
• Leverage advanced analytics to shape strategic decisions: Translate enterprise data and workforce insights into actionable strategies, proactively identifying risks and opportunities. Use analytics to inform executive decision-making on talent, organization effectiveness, and long-term workforce investments.
• Lead and scale HR leadership capability: Develop and inspire a high-performing HR organization, coaching senior HR talent and building capability across the HR Partner network. Set the standard for strategic partnership, influencing without authority, and enterprise leadership. Demonstrate organizational agility to leading direct and matrix team members.
• Own and deliver enterprise-wide HR priorities: Lead and sponsor critical, enterprise-level initiatives that shape the future of the HR function and business performance, ensuring measurable impact at scale.

Functional Leadership

• Demonstrates deep expertise across talent, organization design, and transformation, integrating multiple HR disciplines to drive enterprise-wide outcomes in a rapidly evolving business environment.

Enterprise Business Acumen

• Shapes business strategy through a deep understanding of market dynamics, financial drivers, and competitive positioning; translates these into differentiated talent and organization strategies. Maintains an enterprise perspective, balancing needs of the client organization with those of the company.

Strategic Leadership & Organizational Impact

• Leads across boundaries—business units, geographies, and functions—to deliver integrated, enterprise-level outcomes. Drives alignment between strategy, execution, and culture to achieve sustained performance.

Problem Solving & Innovation

• Anticipates complex business challenges and leads the development of innovative, scalable solutions that address systemic issues and position the organization for future success.

Impact & Influence

• Operates with significant autonomy to shape executive decisions and business direction. Influences outcomes at the highest levels through credibility, data-driven insights, and strategic foresight.

Interpersonal Effectiveness

• Buils deep trust with executives and HR leaders globally; navigates complexity and ambiguity with confidence, while aligning diverse stakeholders to a shared vision and driving decisive action.

Culture and Values

• Embolies and reinforces Applied Materials’ Standards of Business Conduct, demonstrating the highest levels of integrity, accountability, and ethical leadership. Champions an inclusive, connected culture that fosters collaboration, innovation, and shared ownership of results across the enterprise.