To make electronics, you need chips, wafers, transistors, reticles, and... To make these, you must see, test and manufacture them at scale—faster and better than ever before. That's where KLA comes in. Whether you're early in your career or an experienced professional, you'll solve complex challenges, work alongside brilliant minds and help shape the future of technology.
Group/Division
KLA's Human Resources team drives business success by mobilizing our global talent to achieve both short- and long-term objectives. Our strategic areas of focus encompass HR business partnerships, learning and development, talent acquisition, compensation and benefits, inclusion, and HR systems and operations.
What You'll Do
In this role, you will play a key part in advancing business priorities by delivering high-impact work across your area of expertise.
Key Responsibilities
HR Stakeholder Partnership & Organizational Analysis
Work with HR partners and functional specialists to understand priorities, gather employee and manager input, and define the problem to be addressed. Develop knowledge of business workflows, operating requirements, and the people implications of business decisions through assigned projects.
Analyze organizational structures, responsibilities, reporting relationships, and cross-functional handoffs within assigned projects. Identify unclear ownership, duplication, and process gaps; validate findings with the relevant HR owner and operational stakeholders.
Develop practical options with supporting evidence, resource implications, risks, and proposed success measures. Review recommendations with HR stakeholders and secure required approvals before implementation.
Change Management & Process Improvement
Independently manage assigned HR improvement projects or defined workstreams, with scope, priorities, and decision boundaries agreed with the HR project owner. Maintain milestones, track dependencies, resolve issues within authority, and escalate risks with recommendations.
Support change-impact and readiness assessments with HR partners. Prepare communication materials, coordinate stakeholder input, and track adoption; recommend adjustments when implementation is not achieving the intended outcomes.
Map and improve HR workflows with process owners and relevant functional partners. Clarify handoffs, document approved practices, and support implementation and ongoing ownership of improvements.
Organizational Programs & Implementation Support
Prepare analysis and materials for discussions on role clarity, team collaboration, and ways of working. Facilitate defined sessions with the relevant HR partner as appropriate, and track agreed actions and follow-up.
Work with HR colleagues to implement and improve organizational programs. Translate engagement findings and employee feedback into proposed actions for HR review. Where a capability gap is confirmed, support targeted development and evaluate application on the job rather than attendance alone.
Handle sensitive organizational information with discretion. Recognize employee-relations or compliance concerns and involve the appropriate HR or legal specialists within established decision boundaries.
Workforce Analytics & Effectiveness Measurement
Independently clean, reconcile, and analyze workforce, organization, engagement, and process data. Validate definitions and calculations, identify trends, and distinguish evidence from assumptions.
Agree baselines and outcome measures with the HR project owner. Track adoption, process cycle time, role clarity, stakeholder feedback, and other relevant indicators, acknowledging limitations in attributing results.
Present concise analysis and recommendations to HR stakeholders, explaining evidence, assumptions, alternatives, and proposed actions. Incorporate business input gathered through project work and follow through on agreed improvements.
Required Qualifications
Bachelor's degree in Human Resources, Business Administration,…