Sr. HR Programs Specialist

Company Overview 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.

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