HR Leadership Partner

TSMC•Phoenix, AZ

About The Position

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. Job Summary The organizational Leadership Partner (LP) is a senior, high-judgment HR Business Partner who partners directly with operations and functional leaders to drive leadership effectiveness, organizational health, and enterprise risk mitigation at TSMC’s Phoenix facility. This role operates as a peer advisor to leaders (supervisors, section managers, department managers), owning HR judgment on complex leadership, organizational, and employee relations matters. The LP serves as the final HR authority on escalated people risk, leadership conduct, organizational design recommendations, and high-risk employee relations matters for assigned client groups while embodying TSMC’s core values of Integrity, Commitment, Innovation, and Customer Trust.

Requirements

Bachelor’s or master’s degree required in Human Resources or related field
Minimum 7+ years of HRBP experience in complex, high-risk environments (manufacturing, operations, or regulated industries)
Demonstrated expertise in leadership coaching and advisory, organizational design and workforce actions, and high-risk investigations and employee relations
Proven experience partnering with Legal and Compliance on sensitive matters
Proven ability to influence and challenge senior leaders with credibility and discretion
Strong written and verbal communication skills

Nice To Haves

Master’s degree or advanced HR certification (SPHR, SHRM-SCP)
Experience in semiconductor or advanced technology manufacturing environments
Bilingual capabilities (English/Mandarin)
Experience with organizational design frameworks and change management methodologies
Prior experience in a global or cross-cultural manufacturing organization

Responsibilities

Serve as the primary HR advisor to Operations Directors and senior functional leaders on leadership behavior, performance, and decision-making
Coach leaders through complex people decisions, including performance management, conduct issues, and leadership behavior concerns
Provide direct, candid counsel to leaders on risk, impact, and organizational consequences of people decisions
Participate in senior leadership meetings as the HR voice on people, structure, and risk considerations
Partner/Support senior leaders on organizational design decisions (new Fabs), including team structure, spans and layers, role clarity, and accountability models
Lead HR assessment for restructures, reorganizations, and workforce actions, including role elimination, redeployment, and workforce communication planning
Evaluate using performance data, ER trends, engagement results, and operational outcomes
Recommend targeted interventions to address structural, leadership, cultural, or individual breakdowns
Assess leadership capability and effectiveness through Effective Management Development Initiative (EMDI) program, direct observation, data review, and leader interactions
Identify leadership capability gaps and recommend development actions or corrective interventions
Partner with leaders through change initiatives, including operational transformations, process changes, and workforce transitions
Guide leaders on change readiness, stakeholder impact, and communication sequencing
Serve as the HR owner for high-risk employee relations matters (Strategic Retention Framework), including leadership conduct, harassment, retaliation, ethics, and sensitive investigations
Lead or oversee complex investigations involving managers or senior leaders, including findings, recommendations, and outcome decisions, and results from Effective Talent Development Initiative (ETDI) programs
Partner closely with Legal, Compliance, and senior HR leadership on risk assessment, corrective action, and termination decisions
Determine the final HR position on escalated cases, balancing legal exposure, precedent, and organizational impact
Identify systemic people risks based on patterns across cases, leaders, or functions
Advise HR and Operations leadership on emerging risk themes and mitigation strategies
Serve as escalation point for People Experience HRBP’s on complex or high-risk cases
Ensure consistency of outcomes and precedent across leadership populations