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1. Nhân sự (Human Resources Tasks): Chịu trách nhiệm thực thi quy trình tuyển dụng: tiếp nhận yêu cầu, soạn thảo JD, đăng tuyển, sàng lọc hồ sơ, sắp xếp và tham gia phỏng vấn. Thực hiện quy trình chào đón và hội nhập cho nhân viên mới. Quản lý hệ thống chấm công, đối soát

Google welcomes people with disabilities.Minimum qualifications: Bachelor's degree or equivalent practical experience. 15 years of experience in HR business partner or HR generalist. 12 years of experience with HR leadership in global, multinational companies including HR business partnership roles, at regional or country level. 7 years of experience in people management. Experience in employment laws and regulations within Taiwan, including experience working with external labor bodies. Ability to communicate in English and Mandarin fluently to support local relationship management. Preferred qualifications: Experience leading and implementing large-scale HR projects including change management, business readiness, communications, and capability building. Experience as an HR business partner with expertise in talent, performance, and development initiatives, change management, employee relations, and labour relations. Ability to influence and partner with all levels of leadership to drive continuous improvement and organizational change. Ability to prioritize engaging demands effectively while maintaining personal and professional credibility through responsiveness, business focus, integrity, and sound judgement. Excellent communication skills, with ability to communicate complex changes across multiple stakeholder groups. About the jobPeople Operations strives to revolutionize human resources the same way that Google has revolutionized search. We are helping to find, grow and keep the remarkable assemblage of talent who are our Googlers. You'll be an advocate of Google's culture and values, partnering with our business leaders to help them build their organizations and make sure all people decisions are based on data. Whether coaching our clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our Googlers, you are exceptionally focused on putting them first, and being as clear and transparent as possible to help Googlers understand how people decisions get made. In this role, you will play a pivotal role in contributing to the goal for people operations at Google by supporting delivery of the people strategy for Taiwan. You will leverage insights from business imperatives and nuanced local needs, and drive a One Google experience working with counterparts across APAC people operations. You will bring deep Human Resource (HR) knowledge within the Taiwan market, with depth of experience in managing executive business and HR professionals, culture and the talent landscape, employment law and mitigating risks. You will bring thought leadership, insights and experience in a variety of additional HR areas, a customer-focused mindset and a track record in delivering impactful solutions to employees, teams and business leaders. Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field. Responsibilities Collaborate with executive leadership across various business functions to cultivate unified strategic direction and organizational alignment. Lead and mentor a high-performing Taiwan-based team dedicated to executing localized strategic priorities and operational excellence. Serve as the primary steward of the employee experience, partnering with people operations to ensure seamless, high-quality support for all Googlers. Manage complex employment, labor, and compliance risks through proactive mitigation strategies, ensuring strict adherence to regulatory standards and timely execution of all audit-related requirements. Act as the company representative within external associations, government bodies, and industry networks to build influential relationships and institutional advocacy. Drive consistent delivery of HR programs by aligning with regional and global counterparts while advocating local and resource group initiatives. Google is proud to be an equal opportunity workplace and is an affirmative action employer. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. See also Google's EEO Policy and EEO is the Law. If you have a disability or special need that requires accommodation, please let us know by completing our Accommodations for Applicants form.

Established in 1987 and headquartered in Taiwan, TSMC pioneered the pure-play foundry business model with an exclusive focus on manufacturing its customers’ products. As of 2024, TSMC serves more than 500 customers and manufactures over 11,000 products for high-performance computing, smartphones, the Internet of Things (IoT), automotive, and digital consumer electronics. It is the world’s largest provider of logic ICs, with an annual capacity of 16 million 12-inch equivalent wafers. TSMC operates fabs in Taiwan as well as manufacturing subsidiaries in Washington State, Japan and China, and the Company began construction on a specialty technology fab in Dresden, Germany, in 2024. In Arizona, TSMC is building three fabs, with the first starting 4nm production in 2025, the second by 2028, and the third by the end of the decade. The Sr. HR People Partner – Support Delivery Excellence focuses on optimizing HR service delivery to enhance both employee and manager experiences. This role drives excellence in HR operations by integrating People Experience, Manager Experience, HR Shared Services, Process Optimization, and Stakeholder Collaboration. The incumbent will act as the bridge between HR functions and business needs, ensuring the delivery of efficient, scalable, and impactful HR solutions. Responsibilities: 1. Service Delivery Optimization: Standardize HR processes across HR People Partners to ensure consistency and efficiency in areas like staffing, onboarding, employee data management, talent management, and business administration.2. People Manager Experience: Design initiatives to improve employee satisfaction and manager effectiveness. Provide tailored support to managers on performance management, management tool enablement, and daily operational needs.3. Process Excellence: Identify and address bottlenecks in HR workflows. Implement automation tools and technology solutions to improve delivery accuracy and efficiency.4. Stakeholder Collaboration: Partner with HRBPs and business leaders to align HR support priorities. Act as an expertise representative in HR function to integrate and deliver customized HR solutions.5. Data-Driven Decision Making: Track and analyze service delivery metrics, employee satisfaction scores, and manager feedback. Use insights to continuously refine HR support models and improve satisfaction levels.6. Continuous Improvement: Monitor KPIs and implement ongoing enhancements to HR services, focusing on scalability, effectiveness, and alignment with business demands.Role Value: The HR People Partner – Support Delivery Excellence drives operational excellence in HR by optimizing processes and enhancing stakeholder satisfaction. Through tailored solutions and continuous improvement, this role ensures HRPP becomes a proactive enabler of meaningful experiences for employees and managers alike.

This job is a repost. Click "Apply" to view the original posting for the latest and most accurate information.Share Knowledge, Empower the World Arches is a global platform for expert knowledge, strategic solutions, and talent, with a particular strength in Asia. We connect people and insights to help organizations make better decisions and drive real impact. At Arches, titles don’t drive us, purpose does. We empower ambitious professionals to grow fast and work globally with the flexibility to thrive in their own way. Since 2019, we’ve grown to become a global knowledge platform connecting 160,000+ experts across industries. With offices in 8 cities and a team of ambitious professionals from 15+ nationalities, we help the world’s top consulting firms, investors, and Fortune 500 companies make smarter decisions. Backed by $6M+ funding and cutting-edge technology, we’re scaling faster than ever and there’s space for bold talent to grow with us. Arches was certified as: Winner of the LinkedIn Impact Awards 2026Great Place to Work® Japan 2026One of Japan’s fastest-growing companies (KUSABI Award 2025) Arches is a global knowledge platform that accelerates businesses by sharing the intangible assets of knowledge and experience from experts around the world. By connecting people and knowledge, we support better decision-making and the creation of true impact for companies. What drives Arches is purpose, not titles. We provide an environment where ambitious individuals can grow globally in their own style.Since our founding in 2019, we have evolved into a global knowledge platform connecting over 160,000 experts across industries. With offices in 8 cities and a team of members from more than 15 nationalities, we support the decision-making of world-class consulting firms, investors, and Fortune 500 companies. Withover $6 million in funding and cutting-edge technology as our foundation, we are growing at an unprecedented pace. Here you will find a field where talented individuals who are not afraid of challenges can grow together. LinkedIn Impact Awards 2026Selected as a "Great Place to Work® Japan 2026 Certified Company"KUSABI Award 2025 Winner — Received the "Business Growth Award" ROLE OVERVIEW We are seeking an enthusiastic HR Admin Intern to join our team and provide invaluable support to our Administration functions. This role is ideal for fresh graduates or final-year students who are eager to gain hands-on experience in office management. RESPONSIBILITIES Administration:Support visa, work permit, and TRC processes for foreign employees.Work with building management on office facility issues, parking card administration, and monthly payments.Manage office supplies and working equipment; ensure availability and proper usage.Support company procurements (vendor sourcing, comparison, purchasing, and expense claims).Represent the company at government departments (tax, social insurance, etc.) to submit documents when required.Provide administrative support to other departments upon request. PERKS AND BENEFITS Arches offers a stimulating and supportive work environment, coupled with the following: Hybrid working arrangement (1–2 days per week working from home).Complimentary drinks snacks at the office.Quarterly corporate dinners and internal team activities.Holiday appreciation gifts.Friendly, collaborative, and supportive working environment. Why Arches? Arches is more than just a company; it's a movement to democratize expertise. We're building a future where knowledge is accessible to all, and you can be a driving force behind this transformation. Join our team of passionate professionals backed by visionary investors and make your mark on the global stage. Job Title / Open PositionsHR Admin InternEmployment formfull-time employeesalaryprivateService

• Analyze the MFG plant requirement and work with the SEA HR COE team to develop/execute solutions, programs, and policies in terms of TA / LD / OD / HRIS / ER / CB.• Provide solution to MFG Plant management team and help to achieve the KPI by preparing necessary analysis and initiate proposal with action plan.• Serve as the responsible person the MFG plant in analyzing and managing the people process improvement project, manpower issue analysis, organization unit restructures, training related auditing activities, workforce planning, HR report analysis, and succession planning.• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). At the same time, conduct the necessary interviews, such as performance interviews, talent interviews, and exit interviews.• Manages and provides recommendations to complex employee relations issues and conducts investigations when necessary to fulfill company regulations.• Responsible for assigned HR Project to help the plant to increase the employee engagement and accelerate the growth of employees.

Astera Labs (NASDAQ: ALAB) provides rack-scale AI infrastructure through purpose-built connectivity solutions. By collaborating with hyperscalers and ecosystem partners, Astera Labs enables organizations to unlock the full potential of modern AI. Astera Labs’ Intelligent Connectivity Platform integrates CXL®, Ethernet, NVLink, PCIe®, and UALink™ semiconductor-based technologies with the company’s COSMOS software suite to unify diverse components into cohesive, flexible systems that deliver end-to-end scale-up, and scale-out connectivity. The company’s custom connectivity solutions business complements its standards-based portfolio, enabling customers to deploy tailored architectures to meet their unique infrastructure requirements. Discover more at www.asteralabs.com.Role Overview Astera Labs is seeking an HR Operations People Analytics Lead to help scale and strengthen our HR infrastructure during a period of rapid growth. This individual contributor role will report to the Director, HR Operations and will sit at the intersection of HR operations, systems, process execution, and workforce analytics. This role is ideal for someone who enjoys owning high-impact operational work end-to-end while also buildingthe dashboards, reporting, and insights that help HR and business leaders make better decisions. The right candidate is highly detail-oriented, systems-minded, analytically strong, and comfortable working across both day-to-day execution and longer-term process improvement. You will partner closely with HR, Talent Acquisition, IT, Finance, and business stakeholders to improve employee lifecycle processes, strengthen HR data integrity, support system optimization, and develop meaningfulpeopleinsights. This is an opportunity to play a key role in buildinga scalable, data-driven, and AI-enabled HR Operations function at Astera Labs. Key Responsibilities HR Operations Execution Own and execute core HR operational processes across the employee lifecycle, including preboarding, onboarding, offboarding, employee changes, and related system updates Ensure timely, accurate, and consistent processing of employee data and HR transactions across systems Partner with regional HR and internal stakeholders to support smooth execution of global HR processes while accounting for local requirements Help document, standardize, and continuously improve HR workflows, SOPs, and operational practices HR Systems, Data Integrity Process Improvement Support the ongoing optimization ofDarwinboxand related HR systems to improve workflows, usability, and data accuracy Maintain strong data governance and audit discipline across employee records, workflows, and reporting inputs Identify and resolve process gaps, recurring errors, and manual handoffs that create inefficiency or risk Partner across HR, IT, Finance, and Talent Acquisition on system improvements, integrations, and automation opportunities People Analytics, Dashboarding Reporting Build,maintain, and improve HR dashboards and recurring reports across headcount, hiring, onboarding, attrition, and other key workforce metrics Analyze HR data and translate findings into clear insights and recommendations for HR and business stakeholders Support workforce planning, headcount tracking, and operational reporting needs with reliable and actionable data Help establish scalable reporting practices, data definitions, and governance standards across HR systems Employee Experience Self-Service Support employee- and manager-facing HR processes with a strong service mindset and focus on ease of use Identify opportunities to improve self-service, reduce manual support, and create a more streamlined employee experience Partner on initiatives that improve process clarity, training, and adoption of HR tools and workflows Help scale HR operations in a way that balances efficiency, compliance, and employee experience Cross-Functional Project Support Drive and support projects related to HR operations, systems optimization, reporting, and process automation Partner with the Director, HR Operations to execute priority initiatives and operational improvements Coordinate across stakeholders to ensure timelines, dependencies, risks, and follow-ups are managed effectively Bring structure, ownership, and follow-through to fast-moving cross-functional work Basic Qualifications Bachelor’s degree in Human Resources, Business Administration, Information Systems, Analytics, or related field 6+ years of experience in HR Operations, HRIS, People Analytics, or related HR roles Experience owning core HR operational processes across the employee lifecycle Strong experience with HR reporting, dashboards, data analysis, and data management Experience working with HR systems such as Darwinbox, Workday, SAP SuccessFactors, or similar platforms Strong analytical, organizational, and problem-solving skills High attention to detail and commitment to data accuracy, process quality, and operational excellence Ability to work independently, manage multiple priorities, and collaborate effectively across functions Preferred Qualifications Experience in a high-growth technology or semiconductor environment Hands-on experience with workforce reporting, dashboarding, and HR data visualization Experience improving or implementing HR workflows, automation, and self-service processes Familiarity with HR compliance, audits, and employee data governance practices Experience partnering across HR, IT, Finance, and Talent Acquisition on systems and process initiatives Comfort operating in ambiguity and building structure where processes are still evolving Interest in leveraging AI and automation to improve HR service delivery and decision-making Salary range is $125,000 to $155,000 depending on experience, level, and business need. This role is eligible for discretionary bonus, incentives, and benefits.We know that creativity and innovation happen more often when teams include diverse ideas, backgrounds, and experiences, and we actively encourage everyone with relevant experience to apply, including people of color, LGBTQ+ and non-binary people, veterans, parents, and individuals with disabilities.

Astera Labs (NASDAQ: ALAB) provides rack-scale AI infrastructure through purpose-built connectivity solutions. By collaborating with hyperscalers and ecosystem partners, Astera Labs enables organizations to unlock the full potential of modern AI. Astera Labs’ Intelligent Connectivity Platform integrates CXL®, Ethernet, NVLink, PCIe®, and UALink™ semiconductor-based technologies with the company’s COSMOS software suite to unify diverse components into cohesive, flexible systems that deliver end-to-end scale-up, and scale-out connectivity. The company’s custom connectivity solutions business complements its standards-based portfolio, enabling customers to deploy tailored architectures to meet their unique infrastructure requirements. Discover more at www.asteralabs.com.Role Overview Astera Labs is seeking aSenior HR Business Partnerto join our People team in San Jose, CA. In this high-impact role, you will partner directly with engineering organizations—serving as a trusted advisor, coach, and strategic partner to engineering leaders, managers, and employees across our technical teams. You will bring deep HRBP/Generalist experience, strong employee relations expertise, and substantial knowledge of US labor and employment law to ensure our people practices are both effective and compliant as we scale. This role is critical to supporting the talent strategies, people leader development, and organizational health that enable our engineering teams to deliver world-class AI infrastructure connectivity products. Key Responsibilities 1. Engineering Partnership Coaching Serve as a trusted partner to engineeringpeople leaders, providing hands-on coaching on people management, team dynamics, and leadership effectiveness Build strong relationships across all levelsensuring employees and managers have accessible, credible HR support Coach engineering managers on performance conversations, career development discussions, feedback delivery, and navigating difficult team situations Help translate the unique challenges of semiconductor product development into practical people strategies 2. Employee Relations Compliance Serve as the primary point of contact for employee relations matters across supported engineering groups, handling investigations, performance issues, interpersonal conflict, and conduct concerns with professionalism and care Apply strong knowledge ofNorth Americalabor and employment law—including federal, state, and local regulations—to advise leaders and ensure compliant, defensible people decisions Conduct thorough, fair, and well-documented workplace investigations, partnering with Employment Counsel and Legal on complex or high-risk matters Proactivelyidentifycompliance risks and partner with HR Operations to ensure policies, practices, and manager actions align with legal requirements Stay current on evolving employment legislation and regulatory changes, advising leaders on implications and necessary adjustments Provide clear, empathetic, and legally sound guidance to managers navigating terminations, leaves of absence, accommodations, and other sensitive situations 3. Talent Strategy Organizational Effectiveness Partner with engineering leaders on organizational design, role clarity, and team structure to support product roadmap execution Lead talent reviews, retention planning, and succession planning for critical technical roles Support headcount planning and workforce decisions, balancing near-term delivery needs with long-term capability building Identifytalent risks and hotspots early, working proactively with leaders to address retention and engagement challenges 4. Performance Management Guide leaders and managers through performance cycles, calibration sessions, and compensation reviews with fair, consistent, and well-reasoned recommendations Ensure performance management practices are applied consistently and in compliance with company policy and legal standards Partner with Compensation and HR Operations to supportequitablepay decisions and address compensation-related concerns 5. Operational Excellence Scalability Identifygaps in people processes or manager capability and proactively propose solutions Partner with HR Ops and Centers of Excellence to simplify, standardize, and scale HR practices as the engineering organization grows Operate with an owner's mindset—taking accountability for outcomes, not just recommendations Basic Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field 8+ years of HR Business Partnerexperiencesupporting engineering or technical organizations Demonstrated experience insupporting engineering organizations Strong knowledge ofNorth Americaemploymentand labor law, including federal and California state regulations (wage and hour, leaves, accommodations, terminations, harassment/discrimination) Proventrack recordhandling complex employee relations matters, workplace investigations, and sensitive personnel issues Demonstrated ability to coach managers and build trusted relationships with technical employees at all levels Strong judgment and comfortoperatingin fast-paced, ambiguous environments Clear, confident communicator who can influence and advise engineering leaders effectively Preferred Qualifications PHR, SPHR, SHRM-CP, or SHRM-SCP certification Experience supporting organizations through rapid scaling or hypergrowth phases Background partnering with engineering teams Strong analytical skills with experience using people data to inform talent decisions Track recordof developing manager capability and building coaching cultures within engineering organizations Experience in AI, data center, or connectivity-focused technology companies Salary range is $133,200 to $185,000 depending on experience, level, and business need. This role may be eligible for discretionary bonus, incentives and benefits.We know that creativity and innovation happen more often when teams include diverse ideas, backgrounds, and experiences, and we actively encourage everyone with relevant experience to apply, including people of color, LGBTQ+ and non-binary people, veterans, parents, and individuals with disabilities.

Please apply for this position through👉https://job-boards.greenhouse.io/aift/jobs/5995991004 It will help us process your applications faster! About Us AIFT builds next-generation B2B security and safety products, including Vulcan — our GenAI cybersecurity solution recognized by OWASP — and Cymetrics. As we continue to grow across the region, our HR team plays an important role in supporting teams and shaping employee experience across Taiwan, Hong Kong, Korea, Singapore and UAE. We operate with a flat hierarchy and a collaborative culture centered on ownership, mutual support, and open communication. People here are encouraged to take initiative, contribute ideas, and continuously improve how we work together. AIFT 致力於打造新一代 B2B 資安與安全產品，包括獲得 OWASP 關注的 GenAI 資安解決方案 Vulcan，以及 Cymetrics 等產品。隨著團隊持續成長，我們的 HR team 也在支持跨國團隊與打造員工體驗上扮演重要角色，合作地區包含台灣、香港、韓國、新加坡與阿拉伯聯合大公國。 我們重視 ownership、互相支持與開放溝通的工作文化，團隊採扁平化合作模式。除了日常執行外，我們也鼓勵每位成員主動提出想法、參與流程優化，並一起讓團隊運作得更好。 Learn more about us 👉 Vulcan product: https://vulcanlab.ai/ Vulcan LinkedIn: https://www.linkedin.com/company/vulcanlab-ai/ AIFT group: https://aift.io/ - What You'll Do Manage day-to-day HR operations and employee lifecycle processes, including onboarding, probation reviews, internal status changes, attendance management, and office administration Act as a point of contact for employees on general HR matters and day-to-day support Plan and execute employee engagement initiatives such as team-building activities, company events, and recognition programs Coordinate employee benefits administration, including coordination of annual programs such as health checks Participate in recruitment activities for selected roles and cross-functional HR projects as needed 負責日常 HR operations 與員工 lifecycle 相關流程，包括 onboarding、probation review、內部異動、出勤管理與辦公室行政相關事項 作為員工日常 HR 問題與需求的窗口，提供相關協助與 support 規劃與執行員工活動與 engagement initiatives，例如 team building、company event 與 recognition program 等 安排員工福利與年度專案執行，例如健康檢查等相關作業 參與部分職缺的招募流程，以及其他跨部門 HR 專案 -

Astera Labs (NASDAQ: ALAB) provides rack-scale AI infrastructure through purpose-built connectivity solutions. By collaborating with hyperscalers and ecosystem partners, Astera Labs enables organizations to unlock the full potential of modern AI. Astera Labs’ Intelligent Connectivity Platform integrates CXL®, Ethernet, NVLink, PCIe®, and UALink™ semiconductor-based technologies with the company’s COSMOS software suite to unify diverse components into cohesive, flexible systems that deliver end-to-end scale-up, and scale-out connectivity. The company’s custom connectivity solutions business complements its standards-based portfolio, enabling customers to deploy tailored architectures to meet their unique infrastructure requirements. Discover more at www.asteralabs.com. Role Overview Astera Labs is seeking a Senior HR Business Partner to join our People team in San Jose, CA. In this high-impact role, you will partner directly with leaders across our Business and GA functions—including Finance, Legal, Operations, and other corporate teams—serving as a trusted advisor on all things people strategy. This is an exceptional opportunity for someone who thrives on working closely with senior stakeholders, navigating real complexity, and helping organizations scale thoughtfully during a period of hypergrowth. As a key member of our HR team, you will operate with support from HR Operations and Centers of Excellence while driving meaningful impact on organizational effectiveness, talent development, and leadership capability across the company. Key Responsibilities Strategic Business Partnership Act as a trusted partner to senior leaders, advising on organizational design, leadership effectiveness, workforce planning, and succession planning Help leaders translate business priorities into clear people strategies and actionable plans Build strong, credible relationships where leaders rely on your judgment—not just your availability Organizational Effectiveness Talent Strategy Support org effectiveness, role clarity, and succession planning for critical and leadership roles Partner with leaders on headcount planning and trade-offs, balancing execution needs, and long-term capability building Lead talent reviews, retention planning, and hotspot analysis, ensuring insights turn into action Coach managers and senior leaders on performance management, development conversations, and leadership effectiveness Performance, Rewards Employee Relations Advise leaders through performance cycles, calibration, and compensation reviews, ensuring fair, consistent, and well-reasoned outcomes Handle employee relations matters—including performance issues, conflict, and conduct concerns—using sound judgment and strong documentation Partner closely with Employment Counsel, Legal, and HR Operations on complex or high-risk situations Provide leaders with clear, empathetic, and practical guidance on sensitive people matters Operational Excellence Scalability Identify people or structural risks early and work with leaders to address them proactively Help shape how HR practices scale by partnering with HR Ops and Centers of Excellence to simplify, standardize, or move work to the right owners Take initiative to spot gaps, propose solutions, and drive progress—operating with an owner's mindset Basic Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field 8+ years of experience as an HR Business Partner supporting senior leaders in complex, fast-growing technology organizations Demonstrated experience partnering across both product/engineering and corporate functions Proven ability to operate in ambiguous environments where not everything is fully defined Clear, confident communicator who can influence at all levels of the organization Preferred Qualifications Experience in semiconductor, hardware, or AI infrastructure industries Track record of supporting organizations through rapid scaling or hypergrowth phases Strong analytical skills with experience using people data to drive decisions Salary range is $133,200 to $185,000 depending on experience, level, and business need. This role may be eligible for discretionary bonus, incentives and benefits. We know that creativity and innovation happen more often when teams include diverse ideas, backgrounds, and experiences, and we actively encourage everyone with relevant experience to apply, including people of color, LGBTQ+ and non-binary people, veterans, parents, and individuals with disabilities.

ContextExecutes operational plan on vacancy portfolio, provide analysis and signals deviations in department policies, systems and processes. Acts proactively to business needs based on own judgement.Understands current and upcoming business needs and People Plans. Builds stakeholder relationships, beyond active vacancy need.Interprets and reports on internal and external data to support stakeholders to make well informed decisions.Participates in projects/programs within the talent acquisition department with an impact on multiple business areas.Onboard new team members and mentor unexperienced (new) team members. Provides guidance and knowledge sharing to new colleagues and team members on TA processes, standards and practices.Supports the development of peers.RequirementsHas specialized knowledge of TA methods, techniques and processes with good knowledge of the theoretical background and knows how to utilize this knowledge based on experience in one area.Applies adequate knowledge of methods, techniques and processes, and contribute to develop new methods, and with profound knowledge of the theoretical background.Able to collaborate with and influence other actors and senior stakeholders in process and to collaborate in setting up annual recruitment plan.Thorough understanding of talent acquisition tools and context.ResponsibilitiesSelection offerEngages with hiring managers to clarify the scope of the role, develops a role profile, and creates a candidate specification.Creates candidate and recruitment agency briefings to attract high-quality candidates.Prepares and provide job offers to candidates. Provides consultation to candidates withmore complex rewards components within broadly defined procedures e.g.Internationals.Executes assessment requests and advises on available assessments tools and their appropriate use.Signals gaps in selection process and tools and recommends and contributes to improvements.Mentors team members in preparing and providing offers in alignment with ASML policy and with great care for candidate experience.Labor market insightsPerforms labor market analysis and sourcing channel analysis to be able to activate the right channels and connect this to the overall HR TA strategy and people plan to ensure meeting the business need.Recruitment MarketingInitiates the creation of recruitment campaigns based on the recruitment plan in collaboration with Employer Branding.Analyzes the characteristics of key candidate target groups.Proposes channel and media selections and messaging content, design events, drafts communications content and agency briefings when applicable.Writes job postings that align with company branding guidelines and initiates improvements.Effectively tells the ASML story (brand ambassador). Identifies candidate motivators and aligns with ASML overall and position specific value propositions.Source ScreenContributes to developing sourcing strategies, analyzes and learns from data/activity and apply learnings to develop new job specific customized sourcing strategies to execute.Reviews pre-screened or sourced candidates by (junior) team member for assigned portfolio and accepts them into shortlist.Conducts pre-screening for senior management and executive roles.Builds talent pools for future hires.Organizes sourcing function and capacity in alignment with recruitment plan to deliver on business demand.Candidate ExperienceProvides candidate care towards final candidate(s) in preparation for assessments and final round interviews to ensure a great candidate experience and advise hiring managers.Develops and challenges candidate journey and experience practices based on data, recruitment plan and labor market knowledge.Drives offer negotiation discussions that adhere to a great candidate experience when applicable.Annual Recruitment PlanCo-creates, implements, drives and tracks annual recruitment plan for specific business area(s).Mentors team members in understanding and following annual recruitment plan work instructions and templates.Inclusion and diversityASML is an Equal Opportunity Employer that values and respects the importance of a diverse and inclusive workforce. It is the policy of the company to recruit, hire, train and promote persons in all job titles without regard to race, color, religion, sex, age, national origin, veteran status, disability, sexual orientation, or gender identity. We recognize that inclusion and diversity is a driving force in the success of our company.Need to know more about applying for a job at ASML? Read our frequently asked questions.