Principal Business Partner HR

About Analog Devices

Analog Devices, Inc. (NASDAQ:
ADI

) is a global semiconductor leader that bridges the physical and digital worlds to enable breakthroughs at the Intelligent Edge. ADI combines analog, digital, and software technologies into solutions that help drive advancements in digitized factories, mobility, and digital healthcare, combat climate change, and reliably connect humans and the world. With revenue of more than $9 billion in FY24 and approximately 24,000 people globally, ADI ensures today's innovators stay Ahead of What's Possible. Learn more at

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- Purpose_
- The Principal Global HR Business Partner is a seasoned business leader with global experience and perspective, acting as a Human Capital strategist to executive business leaders while serving as a steward and curator of the Analog Devices culture and talent._
- Job Summary_
- The Principal Global HR Business Partner (Global HRBP) reports to the HRBP Lead CSG. This role supports the Vice President of the Industrial and Healthcare CSG organization and the Vice President of the Automotive CSG organization. As their HR Business Partner serve as a strategic partner, aligning the functional priorities into talent imperatives. This role establishes the HR strategy for assigned functional organizations and collaborates with internal and external customers to ensure that the people strategy provides solutions that drive business performance by anticipating work, workforce, and workplace shifts. This role communicates with and provides business input to other parts of the CSG Organization regarding the CSG objectives, as well as promote the credibility and capability of a “One HR” brand across ADI._
- Key Individual Responsibilities_
- _ Strategically translate and align business imperatives to talent imperatives. Influence, actively consult, and provide solutions to senior business leaders in partnership with other People Organization teams related to organizational, workforce, and talent matters_
- _ Focus on the future of work to shape and drive HR strategy with a business perspective. Engage and support development of forward-thinking solutions based on an understanding of relevant business operations and plans while looking for opportunities to standardize and/or leverage best practices globally_
- _ Leverage data driven insights to understand workforce trends, challenges, and opportunities. Guide business leaders regarding targeted talent decisions and investments. Utilize data and trends to understand critical business needs and where resources need to pivot to achieve the most value for the organization while sustaining “business as usual”_
- _ Drive workforce plans to translate strategic goals into supply and demand forecasts that enable the organization to model the workforce composition needed to meet business objectives Assure that short
- and long-term talent needs are met with the optimal composition of skills, capabilities, timing, and cost to enable businesses to pivot and perform according to changing priorities, circumstances, and requirements_
- _ Facilitate succession planning and leadership development, advising leaders and leveraging talent programs to build a bench for the top three levels of the organization. Continuously and proactively leverage both quantitative data and qualitative questions and feedback to sense shifts in talent needs and readiness. Endeavor to nurture a reputation as an exporter of key leadership talent_
- _ Provide consultative support and guidance to organizational decisions for assigned functional organizations related to actions such as growth, restructuring, or reductions in force. Ensure business structure and solutions are sustainable and representative of leading practice, leveraging HR capabilities from COEs and HR Operations, as needed_
- _ Champion ADI values and culture and advocate for greater diversity, equity, and inclusion in the business_
- _ Coach and develop senior business leaders_
- Key Shared Responsibilities_
- _ Partner with other ADI and People Organization leaders to attract the best talent globally and develop their potential to enable successful career journeys to drive growth and performance_
- _ Support evolution of the overall People Organization strategy by representing the needs of various markets and thoughtfully balancing the need for localized initiatives in some cases vs. enterprise standard practices for greater scalability and consistency_
- _ Provide consultative support to organizational decisions such as mergers, acquisitions, divestitures, and restructuring, partnering with other HRBPs and HR leaders to assure alignment with strategic direction_
- Key Leadership Behaviors & Capabilities_
- _ Demonstrate strong business and financial acumen and ability to translate into people strategy_
- _ Ability to build & foster relationships with senior leaders, influencing decisions to produce positive business outcomes_
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