Company Profile

Applied Materials is the leader in materials engineering solutions used to produce virtually every new chip and advanced display in the world. Our expertise in modifying materials at atomic levels and on an industrial scale enables customers to transform possibilities into reality. At Applied Materials, our innovations make possible the technology shaping the future. As the first foreign semiconductor equipment supplier and materials engineering solutions provider to enter China in 1984, Applied Materials has been providing long-term support for the hi-tech semiconductor and display manufacturing industries. Over the years, Applied Materials has also been honored for its outstanding products and services as well as its contributions. Besides winning the “Annual Outstanding Industry Contribution Award” from SEMI China, Applied was also named one of the “Top Ten Most Influential Foreign-invested Semiconductor Companies in China” by the China Semiconductor Industry Association and won multiple other awards such as the “Excellent Supplier”, the “Outstanding Strategic Partner Award”, the “Best Partner Award”, and the “Special Contribution Award” from prestigious companies like SMIC, BOE and CSOT. Applied Materials also has been recognized as one of the World’s Most Ethical Companies for seven consecutive years.

The HR Executive Partner develops, executes and manages the talent and organization strategy - and ensures it delivers on critical business needs. He / she:

  • Understands Integrated Enterprise strategy, business issues, priorities, challenges, and organizational, cultural and talent implications such as:
    • Leadership capabilities/pipeline building
    • Identifying gaps/barriers in Culture & Purpose of the organization, building a plan to address
    • Succession planning
  • Serves as thought/expert partnership to leaders on organizational design/structure, it’s effectiveness in delivering business results, to include:
    • Identifies and prioritizes talent requirements,
    • Maps the future of work requirements
    • Org design gaps and solutions
  • Solves complex problems through root cause analysis
  • Proactively develops a talent management strategy for the business and partners with leadership to deliver:
    • Business DOW to be achieved
    • Retention of key talent
    • Inclusive thinking and behaviors
    • Career growth for key talent
    • Hiring the best in class 
  • Delivers talent analytics to leadership to coach/drive impactful decision making
    • Attrition/Hiring/Retention insights/Org depth/Perf metrics
    • Organizational insights overall/competitive assessment
  • Serves as voice of the business internally for:
    • Inputs into HR policies /programs/philosophy
    • Special BU needs: e.g. tech talent/NCG
    • Building a competitive EVP/leverage internal resources

Key Roles & Responsibilities

  • Creator of Business/ Function Talent Strategy
    • Ensure critical role staffing. Partner with staffing and customize based on external trends and demand, design new roles. Successful onboarding of critical and/or leadership team talent.
    • Lead key talent management processes with executive team: Key areas of focus include; Succession planning, executive development, EPP, etc.
    • Lead strategic workforce planning; Inclusive of OD/OE work, the EP will drive the SR3 OTS agenda with their senior leader by architecting the course for how the org workforce will evolve to meet the future demands of the business.
    • Compensation and cost structuring leadership based on business/talent strategy and informed by external trends.
  • Business/ Function Change Leadership
    • Challenging the status quo, confronting hard issues, continuous pursuit of progress towards the DOW
    • Plan strategic enterprise changes. Inclusive of M&A integration planning and org. impact. Enlisting support of the Tiger Teamwhen appropriate.
    • Manage stakeholders and advocate for employees
  • Driver of Culture Inclusion & Purpose
    • Link purpose to culture
    • Measure and communicate the culture (OHI and integration within OTS and SR)
    • Hold leadership accountable for the culture. For example, translating OHI or D&I results into actionable strategies and holding the team accountable for outcomes.
  • Trusted Advisor & Coach
    • Advise and coach the executive. You’re a member of your leader’s team and actively participate in the leadership team’s operations (team meetings QBR prep, OTS, SR, etc.)
    • Maximize executive leadership team effectiveness.
    • Coach and develop key talent
  • Voice of the Enterprise
    • Bring Business Inputs to HR. Create feedback loops for HR through understanding of business realities, future needs and determining how HR may need to shift/adapt
    • Leverage best practices across BU. Excellence, innovation, and progress should be spread across the organization. The key is to sense, identify, and ignite best practices proliferation
    • Leverage internal resources across tools. Prioritize leveraging what we have today before introducing new/similar frameworks/tools. This requires understanding what is being used today and exercising judgment when to introduce new tools and frameworks

Decision Authority:

  • Owns HR’s relationship with executive client(s) and their leadership team.
  • Thought/expert partnership to leaders on organizational design/structure, it’s effectiveness in delivering business results
  • Development/Creation of talent management strategy for client’s business/function
  • Delivery of talent analytics to leadership to coach/drive impactful decision making

Skills, Knowledge, Experience, Education

  • Skills
    • Business Talent strategy development
    • Influencing & coaching executives
    • Change management
    • Culture architect
    • Demonstrates in-depth and/or breadth of expertise in organizational development & organizational behavior
    • Polished communication (verbal and written), presentation, and facilitation
    • Decipher data/story telling (analytics)
    • Ability to improve individual and team effectiveness
    • Understanding and practical experience leading meaningful D&I actions that drive meaningful change
  • Knowledge
    • Strong business acumen; Understanding of business models, financials, external markets, competitors and customers
    • Up to date on fundamental aspects of our business and the technical drivers of our industry
  • Experience
    • 10+ years of business partnering experience
    • HR COE leadership experience
    • Non-HR / commercial (P&L) experience a plus
    • Leadership role in developing the talent strategy for a business /function
    • Developed multi-year talent and org strategies that drive competitive business success
  • Education
    • Bachelors degree required
    • Masters degree preferred, MBA a plus

Factors of Complexity

  • Time Horizon
    • Longest time horizon for decision making spans 3- to 5-year horizon
  • Innovation
    • Integrate business and talent strategy. Understand current capabilities, where gaps exist, identification of talent gaps and introduce innovative solutions via org design, systems, technologies, etc. to satisfy both business and talent needs
    • Constant talent landscape analysis. Analyzing current talent pool, current and future business needs and creating practical strategies with goal of future proofing (think re-skilling, up-upskilling, re-deploying, etc.)
    • Continuous assessment of HR’s strategy in the context of the business’s/function’s strategy and creation of case for change when required
    • Equal member of business/function’s leadership team contributing equally to business decision making and ensuring decisions are consistent with values
  • Customer/Stakeholder Relationship
    • Provides executive colleagues with human capital leadership and advice related to business strategy, policy, and talent needs
    • Manages boundaries between the business unit/function and HR
    • Effectively collaborates and partners with colleagues across HR maintaining an integrated enterprise mindset
    • Ensures the voice of employees is heard at the senior levels
  • Leadership
    • Lead multiple teams (matrixed, non-hierarchical) within client business/function, cross-function, and in HR function as needed

Desired Temperament

  • Confidence, independent, resilience, self-esteem, and composure under pressure. Effectively handles surprises
  • Able to demonstrate tact, perceptiveness, empathy and ability to navigate many personalities; able to read the psychological geography
  • Relationships matter and is collaborative with an orientation towards partnership vs competition with internal colleagues
  • Enterprise mindset and able to work effectively across the matrix
  • Self-disciplined, responsible, and conscientiousness (organized, dependable, and thorough)
  • Achievement/results-oriented
  • Humanistic and encouraging with a desire to enable the growth of others
  • Ability to shift directions quickly based on business needs
  • Takes initiative, and has desire for leadership role.
  • Imaginative, curiosity, and creative potential; not conventional or risk averse

Role Requirements

  • Commits entirely to the Executive Partner role and trusts HRBPs to execute HRBP responsibilities
  • Embraces matrix management and comfortable with no direct reports
  • Travel based on need of the executive & business
  • Integrated Enterprise mindset. Easily flexes and adapts priorities with the greater enterprise in mind
  • Available at all times of the day and night and on weekends to ensure the organization and leaders are supported
  • Demanding, intense and long workdays



Master's Degree




Years of Experience:

15+ Years

Work Experience:

Additional Information


Yes, 20% of the Time

Relocation Eligible:


Applied Materials is committed to diversity in its workforce including Equal Employment Opportunity for Minorities, Females, Protected Veterans and Individuals with Disabilities.


A global leader in the nanomanufacturing technology solutions for the electronics industry, Applied Materials is built on the strength of talented people. We offer a wide variety of job opportunities for experienced professionals and recent college students/graduates that will capitalize on your current skills while broadening your experience and engaging you in a dynamic, fast-changing industry.

Here, you will work in community to achieve a common goal and encounter exciting new challenges every day. Our company is continually evolving: implementing innovations to make semiconductors more portable, powerful, and affordable than ever before.



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