Company TSMC Arizona Corporation Location USA-Arizona Career Area Human Resources Posted Mar 13 2026
About TSMC TSMC is the worlds 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 TSMCs 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 TSMCs core values of Integrity, Commitment, Innovation, and Customer Trust.
Essential Functions
Senior Leadership Partnership & Advisory Primary Function: 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.
Organizational Design & Operating Model Advisory 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.
Leadership Effectiveness & Change Enablement 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.
High-Risk Employee Relations & Investigations 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.
Enterprise Risk Mitigation & Escalation Management 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 HRBPs on complex or high-risk cases. Ensure consistency of outcomes and precedent across leadership populations.
Decision Authority Owns:
Qualifications
Required:
Preferred: