• Exhibits credible domain expertise, understands aligned business group priorities, and effectively delivers on the HR operating plan.
• Provides strategic counsel to managers and employees around talent factors related to successful execution of the business strategy.
• Collaborates with HR Centers of Excellence (COE) and other partners to implement HR solutions that address business needs and deliver on business imperatives.
• Conducts data analysis for the business to support the implementation of HR programs, processes and services aligned to talent, performance and compensation, organization design, assessments and talent planning and employee relations.
• Creates organizational scorecards comprised of talent supply and demand, staffing metrics, market insights, demographics, and retention using the standard data analytics tools and resources.
• Encourages positive employee relations by using sensing tools, engaging directly with employees, and monitoring organizational health.
• Provides advice and counsel to managers and employees on performance related issues, including identifying key talent, organizational planning, recognition and rewards, attendance/performance issues, performance improvement and terminations, employee relations issues, and corporate people movement.
• Guides and influences managers on key organizational and management concerns.
• Acts as a steward of corporate HR practices, guidelines, and policies.
• Role models Intel culture and values creating a work environment in which people treat each other with respect and dignity, regardless of their roles, responsibilities, or differences.
• Holds accountability for the execution of standardsbased activities across the talent lifecycle and partners with HR COEs to drive effective delivery of highquality standardized HR solutions.
• Prepares leaders for talent review discussions and facilitates quarterly talent checkin meetings to ensure the business follows through on talent commitments and strategies.
• Manages the talent pools at the business level and plays an active role in the recruitment of priority talent, influencing selection processes that encourage diversity of candidates, geographic workforce, and use of best hiring practices to attract talent.
• Uses business insights and data to understand the health of the organization and the resulting talent implications.
• Deploys interventions in partnership with the COEs to resolve business challenges.

• Bachelor's degree required, Master's Degree preferred.
• Have 2+ years in a Human Resources Business Partner role with proven experience supporting Head of Business.
• Demonstrated ability to confidently make and implement HR decisions in a dynamic, fast paced, high volume and often ambiguous environment. Ability to navigate through the gray and drive results.
• To be a key contributor to team performance, demonstrate a strong track record of delivery through working closely with both stakeholders and internal HR colleagues in region.
• High level of self-motivation, whilst comfortable working autonomously in a fast paced and complex matrix business.
• Ability to build strong relationships, earning the confidence and trust of senior managers and team members.
• A high level of competence in managing complex employee relations cases.
• Experience and track record in delivering creative solutions to HR/people related challenges.
• Strong understanding of a range of HR disciplines including compensation, talent acquisition, performance management, employee development and employee relations.
• Ability to effectively prioritize and manage multiple projects and responsibilities.
• HR and Legal acumen: Processes, systems, precedence and best practices. Assess issues in the context of an organization's processes, structures and capabilities to develop holistic organization responses.
• Business consulting skills: Solid design skills for both the organization and its talent. Ability to coach, mentor and advise where appropriate to help employees grow and develop in alignment with business and personal goals.
• Analytical capabilities: Ability to see the interconnectedness and cycles of all that surrounds you as well as draw accurate conclusions from data and determine appropriate interventions to address business challenges.
• Stakeholder management skills: Excellent contracting and stakeholder management skills with an ability to collaborate across management levels. Experience working with senior management and Executive levels is an advantage.
• Communication skills: Strong interpersonal communications skills, including influencing and ability to encourage evolution.
• Leadership/Coaching skills: Strong proven leadership skills and experience in positioning executives to make thoughtful decisions about their organization's mission and goals, and properly allocate resources to achieve those directives. Valuable leadership skills include the ability to delegate, inspire and communicate effectively.