Sr. HR Programs Specialist

About This Role

• /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 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 talent.acquisition@kla.com to confirm the person you are communicating with is an employee.
• We take your privacy very seriously and confidentially handle your information.