Sr. HR Programs Specialist

KLA is a global leader in diversified electronics for the semiconductor manufacturing ecosystem. Virtually every electronic device in the world is produced using our technologies. No laptop, smartphone, wearable device, voice-controlled gadget, flexible screen, VR device or smart car would have made it into your hands without us. KLA invents systems and solutions for the manufacturing of wafers and reticles, integrated circuits, packaging, printed circuit boards and flat panel displays. The innovative ideas and devices that are advancing humanity all begin with inspiration, research and development. KLA focuses more than average on innovation and we invest 15% of sales back into R&D. Our expert teams of physicists, engineers, data scientists and problem-solvers work together with the world’s leading technology providers to accelerate the delivery of tomorrow’s electronic devices. Life here is exciting and our teams thrive on tackling really hard problems. There is never a dull moment with us.

Job Description/Preferred Qualifications

Job Description Summary
Partner primarily with HR stakeholders to identify and address organizational and people-process challenges. Analyze organizational structures, responsibilities, workforce data, and work processes to develop practical recommendations and deliver assigned improvement initiatives. Own analysis, project execution, and follow-through within an agreed scope, while aligning priorities and decisions with the relevant HR owners.

Build an understanding of business operations through collaboration with HR partners and participation in business-facing projects. Engage managers and operational stakeholders as needed to gather input, validate findings, and support implementation, in coordination with the relevant HR partner. This hands-on individual contributor role emphasizes analytical thinking, sound judgment, and delivery; training is one possible intervention, not the default solution.

Key Responsibilities

HR Stakeholder Partnership & Organizational Analysis

• Work with HR partners and functional specialists to understand priorities, gather employee and manager input, and define the problem to be addressed.
• Develop knowledge of business workflows, operating requirements, and the people implications of business decisions through assigned projects.
• Analyze organizational structures, responsibilities, reporting relationships, and cross-functional handoffs within assigned projects.
• Identify unclear ownership, duplication, and process gaps; validate findings with the relevant HR owner and operational stakeholders.
• Develop practical options with supporting evidence, resource implications, risks, and proposed success measures.
• Review recommendations with HR stakeholders and secure required approvals before implementation.

Change Management & Process Improvement

• Independently manage assigned HR improvement projects or defined workstreams, with scope, priorities, and decision boundaries agreed with the HR project owner.
• Maintain milestones, track dependencies, resolve issues within authority, and escalate risks with recommendations.
• Support change-impact and readiness assessments with HR partners.
• Prepare communication materials, coordinate stakeholder input, and track adoption; recommend adjustments when implementation is not achieving the intended outcomes.
• Map and improve HR workflows with process owners and relevant functional partners.
• Clarify handoffs, document approved practices, and support implementation and ongoing ownership of improvements.

Organizational Programs & Implementation Support

• Prepare analysis and materials for discussions on role clarity, team collaboration, and ways of working.
• Facilitate defined sessions with the relevant HR partner as appropriate, and track agreed actions and follow-up.
• Work with HR colleagues to implement and improve organizational programs. Translate engagement findings and employee feedback into proposed actions for HR review. Where a capability gap is confirmed, support targeted development and evaluate application on the job rather than attendance alone.
• Handle sensitive organizational information with discretion. Recognize employee-relations or compliance concerns and involve the appropriate HR or legal specialists within established decision boundaries.

Workforce Analytics & Effectiveness Measurement

• Independently clean, reconcile, and analyze workforce, organization, engagement, and process data.
• Validate definitions and calculations, identify trends, and distinguish evidence from assumptions.
• Agree baselines and outcome measures with the HR project owner.
• Track adoption, process cycle time, role clarity, stakeholder feedback, and other relevant indicators, acknowledging limitations in attributing results.
• Present concise analysis and recommendations to HR stakeholders, explaining evidence, assumptions, alternatives, and proposed actions.
• Incorporate business input gathered through project work and follow through on agreed improvements.

Minimum Qualifications

Preferred Experience
Experience in semiconductor, technology, engineering, manufacturing, or other complex matrix organizations. Exposure to organizational design, workforce planning, employee engagement, or change implementation across functions. Familiarity with Workday, Power BI, or comparable HR and reporting tools is an advantage.

Core Capabilities & Working Approach

• Bring independent problem-solving, data literacy, HR stakeholder collaboration, and disciplined execution. Develop business understanding by investigating how work is performed and connecting operational needs to HR recommendations. Challenge assumptions respectfully and explain conclusions in one's own words. Own work quality and follow-through; organizational decisions remain with the designated HR and business owners.
• Use AI and automation as supporting tools, not substitutes for personal analysis or judgment. Independently verify generated facts, calculations, and recommendations, identify limitations or bias, and protect confidential information through approved tools and practices.

Success Measures

• Reliable delivery of assigned projects and workstreams against agreed scope, milestones, and outcome targets, with timely risk escalation.
• Documented improvements in HR process efficiency, role clarity, or handoffs within the assigned scope, measured against agreed baselines.
• Effective collaboration with HR stakeholders and sustained adoption of approved changes, with clear action ownership and follow-up.
• Accurate, traceable analysis that informs HR decisions, and demonstrated understanding of business operations through relevant project recommendations.

We offer a competitive, family friendly total rewards package. We design our programs to reflect our commitment to an inclusive environment, while ensuring we provide benefits that meet the diverse needs of our employees.

KLA is proud to be an equal opportunity employer

Be aware of potentially fraudulent job postings or suspicious recruiting activity by persons that are currently posing as KLA employees.  KLA never asks for any financial compensation to be considered for an interview, to become an employee, or for equipment. Further, KLA does not work with any recruiters or third parties who charge such fees either directly or on behalf of KLA. Please ensure that you have searched KLA’s Careers website for legitimate job postings.  KLA follows a recruiting process that involves multiple interviews in person or on video conferencing with our hiring managers.  If you are concerned that a communication, an interview, an offer of employment, or that an employee is not legitimate, please send an email to [email protected] to confirm the person you are communicating with is an employee. We take your privacy very seriously and confidentially handle your information.