Evening Human Resources Leadership Development Program Jobs

About TSMC

TSMC is the world's leading semiconductor foundry, pioneering advanced chip manufacturing technologies that power the future of electronics. Our cutting-edge 4-nanometer fab in Phoenix, Arizona represents our commitment to expanding US-based semiconductor production and technological innovation.

Job Summary

The organizational Leadership Partner (LP) is a senior, high-judgment HR Business Partner who partners directly with operations and functional leaders to drive leadership effectiveness, organizational health, and enterprise risk mitigation at TSMC's Phoenix facility. This role operates as a peer advisor to leaders (supervisors, section managers, department managers), owning HR judgment on complex leadership, organizational, and employee relations matters. The LP serves as the final HR authority on escalated people risk, leadership conduct, organizational design recommendations, and high-risk employee relations matters for assigned client groups while embodying TSMC's core values of Integrity, Commitment, Innovation, and Customer Trust.

Essential Functions

Senior Leadership Partnership & Advisory (Primary Function)

• Serve as the primary HR advisor to Operations Directors and senior functional leaders on leadership behavior, performance, and decision-making
• Coach leaders through complex people decisions, including performance management, conduct issues, and leadership behavior concerns
• Provide direct, candid counsel to leaders on risk, impact, and organizational consequences of people decisions
• Participate in senior leadership meetings as the HR voice on people, structure, and risk considerations

Organizational Design & Operating Model Advisory

• Partner/Support senior leaders on organizational design decisions (new Fabs), including team structure, spans and layers, role clarity, and accountability models
• Lead HR assessment for restructures, reorganizations, and workforce actions, including role elimination, redeployment, and workforce communication planning
• Evaluate using performance data, ER trends, engagement results, and operational outcomes
• Recommend targeted interventions to address structural, leadership, cultural, or individual breakdowns

Leadership Effectiveness & Change Enablement

• Assess leadership capability and effectiveness through Effective Management Development Initiative (EMDI) program, direct observation, data review, and leader interactions
• Identify leadership capability gaps and recommend development actions or corrective interventions
• Partner with leaders through change initiatives, including operational transformations, process changes, and workforce transitions
• Guide leaders on change readiness, stakeholder impact, and communication sequencing

High-Risk Employee Relations & Investigations

• Serve as the HR owner for high-risk employee relations matters (Strategic Retention Framework), including leadership conduct, harassment, retaliation, ethics, and sensitive investigations
• Lead or oversee complex investigations involving managers or senior leaders, including findings, recommendations, and outcome decisions, and results from Effective Talent Development Initiative (ETDI) programs
• Partner closely with Legal, Compliance, and senior HR leadership on risk assessment, corrective action, and termination decisions
• Determine the final HR position on escalated cases, balancing legal exposure, precedent, and organizational impact

Enterprise Risk Mitigation & Escalation Management

• Identify systemic people risks based on patterns across cases, leaders, or functions
• Advise HR and Operations leadership on emerging risk themes and mitigation strategies
• Serve as escalation point for People Experience HRBP's on complex or high-risk cases
• Ensure consistency of outcomes and precedent across leadership populations

Decision Authority

Owns

Advises

Escalates

Leadership coaching and performance counsel

Leaders on workforce and structure decisions

Enterprise-level reputational risk

Org design & restructuring support

HR leadership on systemic org risks

Litigation-risk matters

Final HR judgment on escalated ER cases

Cross-functional teams on change readiness

Board/executive-level exposure

Enterprise risk posture for client groups

Qualifications

Required

• Bachelor's or master's degree required in Human Resources or related field
• Minimum 7+ years of HRBP experience in complex, high-risk environments (manufacturing, operations, or regulated industries)
• Demonstrated expertise in leadership coaching and advisory, organizational design and workforce actions, and high-risk investigations and employee relations
• Proven experience partnering with Legal and Compliance on sensitive matters
• Proven ability to influence and challenge senior leaders with credibility and discretion
• Strong written and verbal communication skills

Preferred

• Master's degree or advanced HR certification (SPHR, SHRM-SCP)
• Experience in semiconductor or advanced technology manufacturing environments
• Bilingual capabilities (English/Mandarin)
• Experience with organizational design frameworks and change management methodologies
• Prior experience in a global or cross-cultural manufacturing organization