• Uses business insights and data to understand the health of the organization and the resulting talent implications.
• Deploys interventions in partnership with the COEs to resolve business challenges.
• Guides and influences managers on key organizational and management concerns.
• Conducts data analysis for the business to support the implementation of HR programs, processes and services aligned to talent, performance and compensation, organization design, assessments and talent planning and employee relations.
• Manages the talent pools at the business level and plays an active role in the recruitment of priority talent, influencing selection processes that encourage diversity of candidates, geographic workforce, and use of best hiring practices to attract talent.
• Holds accountability for the execution of standardsbased activities across the talent lifecycle and partners with HR COEs to drive effective delivery of highquality standardized HR solutions.
• Collaborates with HR Centers of Excellence (COE) and other partners to implement HR solutions that address business needs and deliver on business imperatives.
• Encourages positive employee relations by using sensing tools, engaging directly with employees, and monitoring organizational health.
• Provides strategic counsel to managers and employees around talent factors related to successful execution of the business strategy.
• Prepares leaders for talent review discussions and facilitates quarterly talent checkin meetings to ensure the business follows through on talent commitments and strategies.
• Provides advice and counsel to managers and employees on performance related issues, including identifying key talent, organizational planning, recognition and rewards, attendance/performance issues, performance improvement and terminations, employee relations issues, and corporate people movement.
• Acts as a steward of corporate HR practices, guidelines, and policies.
• Creates organizational scorecards comprised of talent supply and demand, staffing metrics, market insights, demographics, and retention using the standard data analytics tools and resources.
• Exhibits credible domain expertise, understands aligned business group priorities, and effectively delivers on the HR operating plan.
• Role models Intel culture and values creating a work environment in which people treat each other with respect and dignity, regardless of their roles, responsibilities, or differences.
