About GlobalFoundries:

GlobalFoundries is a leading full-service semiconductor foundry providing a unique combination of design, development, and fabrication services to some of the world’s most inspired technology companies. With a global manufacturing footprint spanning three continents, GlobalFoundries makes possible the technologies and systems that transform industries and give customers the power to shape their markets. For more information, visit www.gf.com.

Summary of Role:

This senior individual-contributor role has site-wide reach at Fab 8 in Malta, NY. As Lead HR Business Partner, you will partner directly with senior engineering, operations, and functional leaders to shape workforce strategy, organizational design, leadership capability, and talent decisions across one of the most advanced semiconductor manufacturing facilities in the United States. 

This role carries no direct reports. Its influence comes from depth, judgment, and credibility: coaching leaders, mentoring less-experienced HRBPs, setting a high standard for employee relations partnership, and translating workforce data into decisions leadership acts on. 

Fab 8 sits at the center of the U.S. semiconductor resurgence, powering technologies for AI, automotive, aerospace and defense, and next-generation silicon photonics.

What You'll Do 

Strategic Partnership  

• Serve as the senior HR strategist for a broad set of Fab 8 client groups, translating business priorities into people solutions across talent acceleration, workforce planning, organizational design, and leadership capability building. 

• Align client-group people plans with enterprise mission and site objectives, making effective use of both formal and informal channels to move work forward across a complex matrixed organization. 

• Build deep credibility with engineering, operations, and functional leaders by understanding their business rhythms, KPIs, and talent challenges at a technical level. 

• Achieve influence and impact even when holding a position contrary to the majority; present collaborative assessments that persuasively move decision makers. 

• Drive critical talent identification and retention strategies, including proactive counteroffer analysis, compensation benchmarking, and targeted development plans. 

Talent, Performance, and Organizational Capability 

• Own the end-to-end performance management cycle for assigned client groups, including goal-setting, calibration (9-Box), focal planning, and development planning. 

• Develop talent identification and retention strategies that build a strong leadership pipeline; design individual development plans for high-potential employees and partner with leaders on succession. 

• Coach managers — and mentor less-experienced HRBPs — on giving meaningful feedback, managing performance constructively, and creating environments where engineers and technicians want to stay and grow. 

• Plan, implement, and manage organizational change across significant settings; identify and remove obstacles to change and evaluate its impact across the organization. 

Employee Relations Partnership and Culture 

Partner closely with the dedicated Employee Relations function as the client-facing HR lead, bringing business context to cases, ensuring consistent handling across client groups, and coaching managers on early intervention before matters escalate. 

Exercise sound judgment in complex and sensitive situations, guiding leaders through investigations, conflict resolution, performance concerns, and sensitive separations in partnership with ER and Legal. 

Apply working knowledge of employment law and ER practice to recognize risk early, frame issues accurately, and engage the right partners at the right time. 

Coach managers and mentor less-experienced HRBPs through difficult conversations, documentation, and decision-making while cultivating a culture of trust, accountability, and belonging across a 24/7 semiconductor manufacturing workforce. 

Data-Driven Decision Making 

• Analyze workforce data from Workday and other systems to identify trends in attrition, engagement, compensation health, and talent risk. 

• Design dashboards and real-time talent trackers that turn complex data into clear insights for workforce planning, retention, and resource decisions. 

• Translate data-backed conclusions into practical recommendations that senior leaders can act on with confidence. 

• Use AI tools as a standard part of HRBP workflow to accelerate analysis, synthesis, drafting, and decision support while continuously identifying new applications for HR work. 

Required Qualifications 

• Bachelor's degree in Human Resources, Business Administration, Industrial/Organizational Psychology, or a related field. 

• 6+ years of progressive HR experience, with substantial time as a strategic HRBP in a manufacturing, semiconductor, or technical/engineering environment. 

• Ability to operate effectively in a fast-paced, high-change environment with competing priorities, ambiguity, and significant organizational transformation. 

• Demonstrated track record of influencing senior leaders (Director+ and above) and operating as a trusted advisor with independent judgment on high-stakes people decisions. 

• Strong employee relations background — you have personally run complex investigations and sensitive separations, and can coach, guide, and make sound judgment calls on them even though a dedicated ER function owns the casework. 

• Demonstrated ability to coach and develop others, including managers and less-experienced HR practitioners. 

• Exceptional business storytelling skills, with the ability to translate HR data into an accessible, influential narrative that moves leaders to action. 

• Strong analytical skills with demonstrated ability to build dashboards, diagnose problems with data, and design solutions. Workday experience strongly preferred. 

• AI-native way of working — you already use AI tools routinely in your own HR practice, are quick to adopt new ones, and can bring client-group leaders and HR peers along with you. 

• Working knowledge of employment law and the ability to advise the business on regulatory risk. 

• Highly collaborative, with the ability to build trusted relationships quickly, remain open to differing perspectives, and navigate ambiguity across leadership teams, cross-functional partners, and key stakeholders.