NXP Semiconductors N.V. (NASDAQ: NXPI) enables secure connections and infrastructure for a smarter world, advancing solutions that make lives easier, better, and safer. As the world leader in secure connectivity solutions for embedded applications, NXP is driving innovation in the automotive, industrial & IoT, mobile, and communication infrastructure markets. Built on more than 60 years of combined experience and expertise, the company has over 29,000 employees in more than 30 countries and posted revenue of $8.88 billion in 2019.

As an HR Business Partner, you will work with executives on delivering the people strategy and programs aligned with the long-range business goals which includes:

• Consult with business leaders to Identify opportunities (talent assessment, team effectiveness, resourcing, etc.) that will enable an efficient and high performing organization.




• Take initiative and ownership to propose solutions that will best enable world class leadership, teamwork, communication, and performance.




• Build an organizational system that fosters a positive, collaborative, accountable, and fast-moving culture.




• Leverage the talent management dashboards and technology to inform and enable better decision-making.

The following essential functions work in unison to support organization effectiveness.

Organization Development and Change

Be the leading change agent and consultant to the business leaders. Collaborate with management to identify change management initiatives and proactively lead the change efforts. Bring to bear your full scope of change management expertise to all programs and business initiatives including communication, stakeholder analysis, resistance management, transition paths, and long-term stickiness. Build change agility as a core competency of the organization through hands-on application, role modeling and coaching. Establish a high level of trust within the organization. Apply systems thinking to identify and enable -  synergies between the various components of the organization, effective feedback loops, and ways to reinforce productive behaviors.

Organization Design

Consults with and advises business leaders on the design and alignment of strategy, structure, process, people, and rewards that will enable the business to grow and operate effectively. Be able to identify and implement ways of enabling strategy understanding at all levels. Influence and enable clear lines of accountability, authority, and decision-making. Consult on the organizational behavior elements of process that drives efficiency, feedback loops, ongoing improvement. Leverage available resources and tools to build a highly motivated workforce. Set the direction for the culture by establishing appropriate norms, behaviors, and mindsets that support the business strategy and leadership direction.

Workforce Planning

Partner closely with the business leaders and finance to build a nimble workforce that is effectively resourced to meet the short-term and long-term business plans. Build and nurture effective succession planning for key/critical roles. Identify resource gaps through analysis of current and future skill sets and roles. Establish and drive the global site strategy in partnership with the business leaders. Advise on optimal spans and layers that supports the business strategy. Build in the business intelligence needed to assess and inform long-term skill planning. Leverage the robust internal human capital data to identify trends in turnover, churn, promotions, performance, incentives, etc. Apply knowledge of the external labor market and work with local HR leaders to establish effective university relationships and other partnerships to ensure a healthy pipeline of talent.

Global HR Programs: Talent Management

Provide leadership and direction to management and partner with the local HR leaders on the execution of the global HR programs as it applies to the business line. These programs include, but are not limited to recruiting, performance management, total rewards, training and development, and succession planning. Assess organizational talent capabilities and identify gaps. Partner with business leaders and leverage the expertise of the respective COEs to executive an efficient and effective talent management strategy. Facilitate team workshops in the areas of succession planning, performance management, and other programs. Be familiar with the HR policies, programs, and processes.

Coaching and Consulting

Coach business leaders and their teams in their areas of effective leadership, teamwork, communication, influencing, and emotional intelligence. Provide a consultative approach in how you execute on the key essential functions of the role. Proactively identify opportunities for improvement and collaborate closely with the COEs to enable innovative HR solutions that support the business strategy.

Job Requirements:
-Bachelor’s degree or equivalent required. Master’s preferred.
-10+ years of experience in HR Business Partner or HR consulting positions.
-Global HRBP with Organization Development experience preferred
-Experience leading global change initiatives, talent management, workforce planning, and executive coaching

-Effective team facilitation skills
-Strong written/verbal communication skills; excellent listening skills
-Team player who demonstrates the ability to relate to employees at all levels of the Company and who is sensitive to cultural differences across regions/countries

-Travel up to 25% - domestic and international

NXP is an Equal Opportunity/Affirmative Action Employer regardless of age, color, national origin, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, marital status, status as a disabled veteran and/or veteran of the Vietnam Era or any other characteristic protected by federal, state or local law. In addition, NXP will provide reasonable accommodations for otherwise qualified disabled individuals.