HR Leadership Partner

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.

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.

• 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

• 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

• 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

• 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

• 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

• 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