Sr. Vice President, Human Resources

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Full Time Fremont, CA, US

Salary Range: $ To $ Annually

The Senior Vice President, Human Resources (SVP, HR) is the senior human resources executive of the organization and a key member of the executive leadership team. Reporting to the Chief Executive Officer, the SVP, HR develops and executes the people strategy aligned with corporate strategy and business priorities for a global, publicly traded company. The SVP, HR serves as a strategic advisor to the CEO and executive leadership, works directly with the Compensation Committee, and is accountable for building the organizational capability, leadership, and culture required to advance the company's mission, growth, innovation, and commitment to quality and compliance across the geographies within the role's scope.

To perform this job successfully, an individual must be able to perform essential duties and responsibilities satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Partners with executive leadership to translate long-term business strategy into an integrated global people strategy that drives growth, innovation, and organizational effectiveness.
• Serves as an active member of the executive team; participates in executive staff, strategic planning, and business review meetings and provides HR and workforce expertise to support enterprise decision-making. Acts as a trusted advisor and coach to senior leaders on people matters including organizational design, change management, leadership effectiveness, and complex workforce decisions.
• Leads organizational design and workforce planning across the company's global operations to align structure, roles, and capabilities with evolving business and pipeline priorities.
• Provides HR leadership for mergers and acquisitions, including people due diligence, organizational integration, retention, and harmonization of programs and policies.
• Leads change initiatives that support transformation, engagement, and a connected employee experience across regions.
• Develops and owns the HR operating plan and budget, and manages external vendors, advisors, and outsourced partners to deliver results efficiently.
• Establishes human capital metrics and workforce analytics to inform decisions and measure the impact of people programs.

• Serves as the primary management liaison to the Compensation Committee; prepares and presents materials. Partners with the committee chair and its independent compensation consultant.
• Leads executive and non-employee director compensation approach, including incentive and equity program design, peer benchmarking, and pay-for-performance alignment.
• Partners with the CEO on executive succession planning and leadership assessment and supports the Board and Compensation Committee on human capital risk oversight.

• Researches, develops, and implements competitive, market-aligned compensation, benefits, recognition, and performance management programs across all levels and geographies.
• Leads global total rewards strategy, including health and welfare benefits, retirement, global mobility, and pay equity.
• Owns full-cycle talent acquisition strategy, including executive and hard-to-fill technical and scientific hiring, employer branding, and organizational onboarding.
• Builds leadership development, succession, and organizational capability programs, and recommends and evaluates learning and…