Intel is a company of bold and curious inventors and problem solvers who create some of the most astounding technology advancements and experiences in the world. With a legacy of relentless innovation and a commitment to bring smart, connected devices to every person on Earth, our diverse and brilliant teams are continually searching for tomorrow's technology and revel in the challenge that changing the world for the better brings. Human Resources at Intel parallels our business - we are innovators and problem solvers dedicated to finding the brilliant minds and developing the incredible teams that help create the future.
We are looking for an Organizational Effectiveness Partner to join our Business HR team, supporting across Technology Development, Manufacturing & Operations, and Global Supply Chain. The OE partner joins an energetic, collaborative and experienced team, and is an essential account team member partnering closely with HRD/HRMs to lead critical work with our business groups.
Our passion in HR is to help all Intel employees and teams thrive as they define and deliver the future. Being a part of HR at Intel requires you to be bold, creative, take risks, and bring your best possibility thinking to every challenge. Which new employee experience and technological innovation will you be a part of? We are seeking a seasoned organizational development professional to join an inclusive, strategic business HR community. Due to the complex nature of the business, this position requires an individual with deep organizational diagnosis and design capability rooted in a systems thinking approach who excels at isolating critical strategy, organizational capability, and leadership challenges in an environment of ambiguity. Enthusiasm for collaborating with a diverse set of global business and HR partners to generate and drive practical solutions is required.
Knowledge and experience you will need to be successful in this role:
Executive Presence: Quickly build credibility with executive leaders to influence actions and growth beyond their comfort zone. Exhibit grace under fire when challenged. Ability to have difficult conversations constructively and boldly.
Organizational Business Acumen: Demonstrate ability to quickly learn how businesses make money and differentiate themselves in the market. Have an appetite for learning all aspects of a company, its business, its partners, and goals so you can build a compelling business case for the critical work you do. Be able to position a business for profitable growth by assessing external and internal dynamics that enable success.
Organization Diagnosis and Design: Translate the strategic business goals into organizational capabilities to drive alignment through holistic organization design. Demonstrate ability to use a variety of assessment methods to gather and analyze data to fit the business context. Differentiate between symptoms and root causes.
Leadership Development and/or Coaching: Provide excellent coaching to organizational leaders and leadership teams enabling aligned leadership with a clear, executable strategy. Know when and how to provide constructive feedback, team effectiveness interventions, and advocate for the getting the right leaders in place for a high performing leadership team.
Change and Transition Management: Consult and facilitate through the full lifecycle of change and transition management phases: planning, implementation, and reinforcement, ensuring there is minimum disruption to the business, its people and operations. Offer a systematic approach to dealing with change, both from an organizational and individual perspective.
Workforce Planning: Assess the organization's talent against their near-term and longer-term business needs and identify needed actions to ensure the right talent is on board.
HR Basics: Have enough fluency in core HR skills to handle basic inquiries efficiently and accurately, to be able to help in major people movement redeployment redundancy activities, provide seamless advice to leaders and maneuver adeptly within a large, matrix organization.
Relationship Management: Quickly build trusting relationships that allow you to provide practical, as well as visionary, solutions and services. Possess the emotional intelligence to adapt your engagements to align successfully to the situation and assume responsibility for achieving results. Exquisitely manage multiple stakeholders to drive sustainable solutions.
Synthesizing Information: Influence the business through integrated, clear information that results into a focused plan of action. Discern patterns and connections in information to leverage in assessment and design work. Expertly communicate complex information in simple ways that influence people to join the cause.
The work and the business: At Intel, OE Partners work with their Business HR account teams to create seamless system-based programs and solutions for their organizations and business leaders. The BHR account teams are comprised of HR Directors and Managers, Employee Experience Partners, Talent & Diversity Managers, and Leadership & Learning Managers. OE Partners balance the strategic with the tactical. They are equal parts expert consultants and drivers of change. As a function, OE is chartered to deliver the following services: Org Assessment & Diagnosis, Operationalize Strategy, Organization & Work Design, Change & Transition Management, Organization Health & Culture Development, and Team Development & Cross-Team Effectiveness. This particular role focuses on the largest engineering organization at Intel with 18K employees worldwide, generating design for 90% of the products that provide Intel's $60B+. With renowned external tech leaders stepping in to champion the path to the future, this is a pivotal time in for change and new thinking in the organization.
The Community: At Intel, Organization Effectiveness is fueled by a rich community of practitioners and managers who span multiple campuses and contribute regularly to growing their collective knowledge through a series of touch points: - A monthly concert series that delivers relevant topics on everything from stakeholder management to empathy mapping, - Site based cohorts of practice that provide friendly touchstone of practitioners from other business groups, and- A Standards office that offers additional development and support by supplying relevant playbooks, best practices, and learning events.
Bachelor's degree in Human Resources, Organization Development, Industrial/Organizational Psychology or a related field with 8+ years related experience OR a Master of Science in Organization Development, M.B.A, or a Master of Arts degree, with 6+ years related experience.
At least 5 years of direct experience in the following:
Organization Diagnosis and Design
Leadership Development and/or Coaching
HR basics: employee relations, training and development, performance management, change management
This U.S. position is open to U.S. Workers Only. A U.S. Worker is someone who is either a U.S. Citizen, U.S. National, U.S. Lawful Permanent Resident, or a person granted Refugee or Asylum status by the U.S. Government. Intel will not sponsor a foreign national for this position.
Inside this Business Group
Intel's Human Resources group is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the company's culture and values. Intel Human Resources provides first-rate, cost-effective services and support to employees worldwide and is dedicated to advancing Intel's business goals.
US, Oregon, Hillsboro
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....