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HR Manager for Human Resources


This is a Full-time position in Santa Clara, CA posted November 10, 2021.

HR for HR is seeking a Human Resources Manager, HRM, to join a dynamic HR for HR team to support one of our HR groups.

The HRM candidate would be a strategic business partner to our leadership team.

The candidate should have a proven track record as a proactive, solution-oriented HR leader focused on driving value to the business.

This value will be built on creating a foundation that factors in elements of organizational development, talent management, change management, organizational design, and creating business cases to prove our organizational initiatives and projects.

As a HR Manager for Human Resources your responsibilities will include but are not limited to:

  • Be a strategic business partner to our leadership team.

    Build strong business leader relationships for service, influencing and coaching.

  • Coordinate complex stakeholder relationships and implement systems that address demonstrated business needs proactively and reactively.

    While also assess intangible variables to identify and evaluate fundamental issues, providing strategy and direction for major functional areas.

  • Select, develop a need analysis, managing a business plan, and associate solutions or activities for one or more functional areas, divisions, product groups, service areas, or sub-teams.
  • Support HR teams on key employee relations and Organizational Design and Development activities.
  • Leverage centers of excellence (COE) account teams to deliver specific HR Solutions.
  • Application of general employee relations, org development, learning, diversity, labor relations, and HR processes in the business group, function, and regions/geographies.
  • Administers HR policies, procedures, and programs in service of employees/managers and the business, understanding of Legal partnerships and requirements locally and nationally.
  • Help create a culture of agility and innovation where ideas for growth are encouraged across boundaries for the good of Intel as the candidate acts as an individual contributor.

The ideal candidate should exhibit the following behavioral traits:

  • Leadership skills: Experience in leading a large, diverse, global organization of HR professionals.
  • Proven leadership skills to coach, mentor, and advise where appropriate to help employees grow and develop in alignment with business and personal goals.

    Remain calm and lead with grace in difficult and ambiguous situations.

    High level of personal awareness, openness to feedback, and willingness to improve.

  • Business acumen and consulting skills: Skills to build a clear understanding of Intel strategy and operations, assess internal and external ecosystem and dynamics and its impact on business strategies.
  • Collaborate across management levels, strong interpersonal communications skills, including listening, influencing, and encourage evolution.

    Demonstrated business and customer service orientation with an HR lens.

  • Influence and Communication skills: influence senior business and HR leaders in a large corporate environment internationally.

    Demonstrated credibility and skills to influence and partner with functions across HR.

  • Exceptional verbal, written, and interpersonal communication skills with demonstrated presentation skills.

    Agile and experienced to write a strategic business plan which ties together the needs of the business with the needs of HR.

  • Results-oriented: Skills to influence and drive change across the organization.

    Strong time management, responsiveness to confront and solve problems.

    Set and deliver to challenging goals and adapt to changing circumstances.

    Help lead company-wide programs and initiatives.

    Implement within assigned client groups (e.g., Diversity and Inclusion, salary planning, stock renewal, workforce planning, and organizational change).

    Skills to apply PM and Change Management processes to plans and priorities.

    Speed and velocity to match that of the business environment.

  • Relationship Development and Management: build trusting relationships that allow you to provide both practical and strategic guidance.

    Be known as a collaborative team player who puts the team ahead of self.

  • Systems and Analytical Thinking: connect seemingly disparate information and stitch it together in a coherent set of considerations and actions to be taken.

    Demonstrated capabilities in developing and leveraging HR metrics to guide HR effectiveness.

    Expertise in problem-solving and developing solutions based upon facts/data analytics.

  • HR and Industry Acumen: HR subject matter knowledge in areas of Talent Acquisition, Talent Development/Management, Diversity, Equity and Inclusion (DEI), Talent Pipeline, and Succession Planning.

    Up to date knowledge of industry trends and best practices with a focus on emerging trends on talent development and the future of work.

    Leverage COE account teams/partners to deliver specific HR solutions manager development, OD, comp, recruiting, DEI, etc.

    Collaborate with COEs, and BHR roles to create and implement needed HR solutions.

  • Business and Strategic Acumen: understanding of business, how profitability is achieved, who the business serves, how the business differentiates in the market and industry to give context to HR policy and practices to drive required Intel capabilities.
  • HR Acumen and Collaboration: Understands and appropriately applies HR solutions, guidelines, policies, and underlying philosophies.
  • Influence/coaching capability: Influence and coach managers to drive higher engagement and performance.
  • Data Analytics: Understand how to pull, analyze and influence with data.
  • Organizational development acumen to deliver organizations that help grow the business.
  • Talent management: Understand how work and organization connect through talent solutions and what solutions are necessary to position the business to proactively manage talent flow cost quality perspective.
  • Employment labor relations: Issue spotting, investigation, effectively ID and disposition ER issues, and conduct investigations.

    Employment labor law and policy acumen to problem solve and coach employees and managers.


You must possess the below minimum qualifications to be initially considered for this position.

Preferred qualifications are in addition to the minimum requirements and are considered a plus factor in identifying top candidates.

This position is not eligible for Intel immigration sponsorship.

Minimum qualifications:

  • Bachelor of Science or a Bachelor of Arts degree in Human Resources, Organization Development, or related field with 9+ years of related experience; or Master of Science degree, a Master of Arts degree, or an M.B.A.

    with 6+ years of related experience.

Preferred qualifications:

  • 5+ years of experience with Organization Design and Development.

Inside this Business Group

Intels Human Resources group is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the companys culture and values.

Intel Human Resources provides first-rate, cost-effective services and support to employees worldwide and is dedicated to advancing Intels business goals.

Posting Statement

All qualified applicants will receive consideration for employment without regard to race, color, religion, religious creed, sex, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance.