Senior Human Resources Business Partner

Job Description

The HR Business Partner will support the Vice Presidents of the Photonic Devices Business Unit and Integrated Circuit Design Business Unit in a fast-paced, highly technical, and globally connected manufacturing environment.

The HR Business Partner will support the Vice Presidents of the Photonic Devices Business Unit and Integrated Circuit Design Business Unit in a fast-paced, highly technical, and globally connected manufacturing environment.

This role will primarily support leaders and employees in Fremont and Santa Clara while also supporting a small global population. The position will partner closely with other site HRBPs/regional COEs to ensure consistent, inclusive, and connected HR support across all client groups.

The position will follow a hybrid schedule, with an expected presence in Fremont two to three days per week and Santa Clara one day per week.

This role is responsible for aligning business objectives with employees, management and partners across HR to deliver practical solutions that support business priorities, workforce needs, and Coherent’s values.

• Partner with the Vice Presidents and leadership teams to develop and execute people strategies aligned with business priorities.
• Build strong relationships with leaders and maintain an understanding of the organizations’ strategies, operating priorities, financial objectives, talent needs, and competitive environment.
• Translate business priorities into a focused people agenda covering workforce planning, talent, leadership, organizational effectiveness, employee experience, and change management.
• Lead or support workforce planning, organization design, succession planning, talent reviews, performance management, skills assessments, and employee development.
• Identify workforce capability gaps, critical roles, retention risks, leadership needs, and succession priorities; partner with leaders and HR colleagues on solutions.
• Coach leaders and managers on leadership effectiveness, performance management, employee development, team dynamics, and difficult employee conversations.
• Partner with site and regional HRBPs to support Fremont, Santa Clara, and global client groups consistently and inclusively.
• Analyze workforce, engagement, retention, performance, and other people data to identify trends, risks, and opportunities.
• Partner with leaders to develop and execute engagement action plans and monitor progress.
• Provide compensation support for salary actions, promotions, job re-leveling, retention situations, and other compensation decisions in partnership with Total Rewards.
• Partner with Talent Acquisition and business leaders on workforce plans, hiring priorities, critical skills, internal mobility, and talent pipelines.
• Support organization changes and business transformations through stakeholder planning, communications, manager guidance, readiness activities, and follow-through.
• Advise leaders on employee relations matters, performance concerns, workplace behavior, policy interpretation, and other people issues.
• Conduct or support thorough, objective, and appropriately documented employee relations investigations in partnership with Employee Relations, Legal, Compliance, or other stakeholders.
• Maintain working knowledge of applicable employment requirements and partner with Legal and HR subject matter experts to mitigate risk.
• Partner with HR Centers of Excellence, People Central, regional HRBPs, and HR Operations to implement enterprise HR programs and ensure effective adoption.
• Bring business context and stakeholder feedback to COE partners to help shape practical and business-relevant HR solutions.
• Lead or contribute to cross-functional HR projects supporting organizational capability,…