HR Strategic Partner

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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.

This analytics-driven HR Business Partner drives workforce planning, data analysis, and execution of HR initiatives for TSMC's site and enterprise operations. The role translates business strategy and production demands into actionable workforce insights, forecasts, and delivery roadmaps. As a key interface between site and Global HR, this position delivers value through data accuracy, planning discipline, and execution rigor.

The Strategic Partner applies independent judgment and analytical expertise to identify workforce risks, recommend solutions, and support leadership decision-making. Operating at the intersection of Business Acumen, Data Analytics, and Project Management, this role translates HR strategy into structured PMO plans and uses data for smart Workforce Analytics decisions. This dual capability connects strategic intent with operational execution across HR.

The Strategic Partner regularly counsels Business and Leadership Partners and provides recommendations to senior leadership on workforce risks, capacity constraints, and planning tradeoffs that materially impact organizational outcomes.

• M anage and optimize the HRBP project roadmap, exercising independent judgment in sequencing, prioritization, and resource allocation to ensure alignment with organizational strategic objectives and maximize business impact.
• Assess and prioritize HR initiatives based on comprehensive evaluations of business impact, organizational readiness, and strategic alignment, effectively resolving competing demands and resource constraints.
• Define and govern comprehensive project scopes, strategic timelines, and key milestones for critical HR initiatives, exercising expert discretion in determining deliverable standards, success criteria, and overall project governance.
• I mplement and enforce standardized project methodologies and robust governance frameworks (including roles & responsibilities) across all HR work streams, ensuring consistent execution quality and strategic discipline.
• Own the site-level HR initiative portfolio, including tracking milestones, dependencies, owners, and risks

• M onitor, evaluate, and manage project delivery status and quality across all involved organizations, exercising expert judgment in assessing progress against strategic objectives and determining necessary interventions or course corrections.
• Design, develop, and deliver specialized training and guidance programs to facilitators on execution standards, advanced methodologies, and strategic reporting requirements, fostering best practices and capability building.
• Identify risks and dependencies across concurrent HR initiatives, independently evaluating severity, probability, and recommended mitigation actions
• Identify and mitigate complex risks and inter-dependencies across concurrent HR initiatives, independently evaluating severity, probability, and developing recommended mitigation actions that safeguard strategic outcomes.
• Exercise critical discretion in escalation timing and framing, providing timely and informed counsel to HR leadership when execution risks threaten strategic delivery timelines or operational readiness.
• Escalate issues early to HR leadership when execution risks threaten delivery timelines or operational readiness, exercising discretion in escalation timing and framing

• Lead stakeholder alignment and cross-team collaboration across HR, Operations, and enterprise partners, independently managing competing priorities, complex negotiations, and communication cadences to foster consensus and drive successful initiative outcomes.
• Develop and execute comprehensive communication and change management plans for significant HR initiatives, exercising expert judgment in audience targeting, messaging strategy, delivery sequencing, and resistance mitigation.
• Gather, critically analyze, and synthesize stakeholder feedback to independently identify areas for strategic improvement and formulate recommendations for program refinement and long-term effectiveness.
• Prepare status updates and readouts for HR leadership and enterprise partners, independently determining content, framing, and escalation recommendations

• Define data logic and calculation methodologies for key workforce metrics (e.g., headcount, turnover rate, labor mix), exercising independent judgment in establishing standards that drive consistent enterprise reporting
• Design and conduct comprehensive data audits and controls to ensure integrity and consistency across all HR systems, indexes, and…