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ContextActs as business partner for a number of departments or a large, diverse and independent department /business area with significant senior management population (11+) and/or highly diverse or global scope.Member of department/business area Staff MT. Senior management stakeholder typically up to level 13/14 leader.Works with freedom to determine how the agreed objectives are to be achieved.Short term people related activities (less than 1 year).RequirementsIndependent business partner. Knowledgeable in all HR functional areas. Strong emphasis on independence, ability to manage complexity and leadership development.ResponsibilitiesPeople Strategy and AgendaContributes to People agenda for the sector/function and translates to planning for own group. Sets and drives tactical people agenda for subfunction or integration needed to set tactical plan.Implements, communicates and ensures adherence to HR policies, monitoring compliance and handles compliancy issues. Interprets and guides application of policies to own area and advise business on the application.Recommends changes to HR policy/process owners on HR policies and processes that would improve support for the business.Workforce / People PlanFacilitates People Plan process and work closely with the business to implement.HR Process, Projects ProgramsBuilds the knowledge of the business managers and employees in implementing HR core processes, and roll-out of global/sector/country programs or policy deployment driven by HR or business.Participates or possibly leading HR projects on Country/Sector/ Functional level. Structurally interacts with peers on Global level.Workforce and Talent ManagementCreates, delivers connects HR interventions tailored to unique business needs, with a mid-term outlook. Integrates business challenges with HR solutions, and vice versa. Closely aligns with HR Expertise and People Services ensuring co-created fit-for-purpose solutions within the boundaries of the HR global framework.Team, Leadership and Employee DevelopmentActs as sparring partner for management teams, including their personal leadership. Uses the ASML development framework to identify the team's development needs.Coaches managers and key individuals on the right behaviors, improve performance and fulfillpersonal potential.Is advanced in team facilitation: create and drive a full team development journey and capable to intervene independently in dysfunctional teams.Organization Design Change ManagementManages workstreams or small projects within a transformational change program, ensuring integration with related projects, builds acceptance of change and embed desired culture and behaviors.HR Data Analytics and InsightsInvestigates hypotheses using HR data; identifies key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.Internal Stakeholder Relationship ManagementEffectively manage internal stakeholders to build effective working relationships and providing high-quality professional services to support in delivering business strategy and plans.Employee Relations Case ManagementInvestigates, documents and make recommendations for complex Employee Relations cases (individual and/or collective). in liaison with line managers and close alignment with ER (if applicable), Legal Compliance team. Contributes to the preparation of legal submissions and ensure all parties complete casework accurately and within deadlines.Ensure compliance with ASML Policies and local regulations.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.

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 Director, HR Operations to lead and scale our HR infrastructure during a pivotal period of hypergrowth. This role sits at the intersection of HR strategy, technology, and operational excellence—directing the teams and programs that manage our systems, data, employee services, and immigration functions. You'll lead a high-performing team while setting the vision for a best-in-class HR Operations function that delivers seamless employee experiences and drives efficiency through smart automation and AI-enabled solutions. As a key leader on the HR team, you will oversee HRIS architecture and system implementations, people analytics, employee services, compliance, and global immigration programs. You'll serve as the Center of Excellence for global HR operations, establishing standards, best practices, and scalable processes across all regions. You'll partner cross-functionally with IT, Finance, Legal, and business leaders to ensure our HR infrastructure scales with the pace of our growth. This is an opportunity to shape how a high-growth semiconductor company operates—bringing strategic leadership, operational rigor, and innovation to the employee lifecycle. Key Responsibilities Leadership Team Development Lead and develop a high-performing HR Operations team across systems, analytics, employee services, and immigration Set strategic direction and priorities for the function, ensuring alignment with company growth objectives Foster a culture of continuous improvement, accountability, and employee-centric service delivery Partner with HR leadership and executives to shape HR strategy and operational roadmaps Center of Excellence for Global HR Operations Serve as the Center of Excellence for HR operations, establishing global standards, policies, and best practices Drive consistency and efficiency across all global locations while accommodating regional requirements Provide guidance and support to regional HR teams on operational matters Lead change management efforts to implement standardized processes and systems globally HR Systems Technology Direct the strategy, implementation, and optimization of HRIS platforms and the broader HR technology stack Oversee system integrations across HR, Finance, and IT to create seamless data flows and reporting capabilities Champion the evaluation and deployment of AI-powered tools to automate workflows, enhance self-service, and improve decision-making Ensure maintenance and integrity of HR records and HRIS data HR Analytics, Dashboarding Insights Oversee the HR analytics function, ensuring leadership receives actionable insights on workforce trends, retention, and organizational health Direct the development and maintenance of executive dashboards that provide real-time visibility into key HR metrics Maintain data governance standards and ensure integrity across all HR systems Guide the development of reporting frameworks that enable data-driven HR and business decisions Employee Services Experience Oversee end-to-end employee services including onboarding, offboarding, and HR support Ensure efficient handling of routine employee queries about HR policies and programs Drive the design and continuous improvement of employee-facing processes to deliver a frictionless, consumer-grade experience Lead initiatives to scale operations globally while maintaining compliance and consistency Compliance Employee Data Management Ensure compliance with all applicable labor laws, regulations, and company policies across all locations Oversee employee data management practices, ensuring accuracy, security, and privacy standards are maintained Direct audits and compliance reviews to mitigate risk and maintain regulatory adherence Partner with Legal to stay current on evolving employment law and implement necessary policy updates Immigration Global Mobility Direct the company's immigration program, ensuring timely and compliant visa processing, transfers, and renewals Manage relationships with external immigration counsel and vendors Optimize policies and processes that support the company's ability to attract and retain global talent Basic Qualifications Bachelor's degree in Human Resources, Business Administration, Information Systems, or related field 10+ years of experience in HR Operations or HRIS roles 5+ years in a leadership capacity, managing and developing teams Proven track record leading end-to-end HRIS implementations (Workday, SAP SuccessFactors, or similar platforms) Experience overseeing HR analytics, reporting, dashboarding, and data management functions Deep understanding of HR compliance, labor laws, and employee data management best practices Experience scaling HR operations teams in high-growth or startup environments Familiarity with U.S. employment-based immigration programs (H-1B, PERM, green card processes) Preferred Qualifications Experience in the semiconductor or technology hardware industry Hands-on experience deploying AI or automation tools within HR processes Background in employee services transformation and shared services models Strong program management skills with experience directing complex, cross-functional initiatives Experience supporting global workforce operations across multiple regions and establishing Centers of Excellence Excellent executive presence with ability to influence and advise senior leadership Salary range is $170,000 to $250,000 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.

主要職責與工作內容 1. 薪酬與 HRIS 系統管理 (Payroll HRIS Administration) 準時且準確地準備並處理美國員工的薪酬相關數據。維護 HRIS（如 iSolved）數據的準確性，包含新進人員、離職人員、職務異動、薪資調整及扣款等資訊。透過數據驗證與排除差異，支援薪酬審計與對帳工作。與美國 HR 主管合作進行系統故障排除及流程持續優化。及時處理各州與聯邦政府的郵寄文件，並保持完善的檔案紀錄。 2. 福利管理 (Benefits Administration) 支援福利行政活動，包含新進員工參保、資格變更（Qualifying Life Events）及退保作業。維護 HRIS 與供應商系統中準確的福利數據。協助福利審計與帳單核對。協調美國 HR 團隊處理員工福利諮詢與呈報案件。 3. 請假與休假管理 (Leave of Absence Time-Off Management) 根據美國 HR 的指導，追蹤並管理各類請假案件（如：FMLA、CFRA、傷病假、事假等）。在 HRIS 系統中維護特休（PTO）的累計、餘額及報表。確保假勤文件與系統紀錄準確且符合最新狀態。 4. HR 數據與分析支援 (HR Data Analytics Support) 準備薪酬、人數、特休、福利與請假相關的 HR 報表。確保數據輸入的乾淨、可靠與及時性，以支援 HR 分析計畫。協助 HR 指導層處理臨時性的數據需求。 5. HR 流程文件編寫 (SOPs) 撰寫、更新並維護與 HR 營運、薪酬、福利、請假管理及 HRIS 流程相關的標準作業程序（SOP）。確保 SOP 清晰、符合現狀，並與實際操作保持一致。隨著系統或政策的演進，與美國 HR 合作持續優化流程文件。

1. 依公司發展方向，協助各事業單位凝聚策略目標：人力資源專案規劃、人事規章制度修訂、溝通及推展等，有效落實各項政策執行。2. 依年度重點策略，規劃公司及事業單位，推動各項策略人資專案：策略性人才發展專案、勞資會議、職工福利委員會等。3. 與各事業單位建立互信的策略夥伴關係，提供人力資源諮詢服務。4. 跨部門協調合作，推動完整的內部人力資源及行政制度。5. 其他主管交辦事項。

為什麼大家喜歡在 RichWell Co.Ltd. 上班？ 1.彈性上班-早上不趕打卡，想多睡一點、避開通勤人潮都OK。2.特休多多-不用等滿一年就能休假，我們比法規更大方，放假就是要爽爽的。3.獎金福利讚 年終、績效獎金該有的都有，努力絕對不白費。4.生日小驚喜，公司記得你的每個重要時刻。5.定期聚餐/Team Building 不只是工作夥伴，更是一起成長的戰友，吃吃喝喝感情更緊密。6.技術課、內部分享會，想學什麼我們都支持，讓你持續進化不退化！Role Overview｜職務說明 我們正在尋找一位具備實戰經驗的 HR Business Partner（HRBP），作為各部門主管的重要夥伴，協助公司在人力規劃、員工關係管理及制度優化上建立穩定且合規的運作機制。 此職位將直接參與公司組織發展與制度建立，並需具備高度熟悉台灣勞動法令（勞基法）與實務操作能力，能獨立應對員工申訴與政府單位查核。 Key Responsibilities｜主要職責 部門合作與組織支持 擔任各部門（Tech / Product）之 HR 夥伴 協助主管進行人力規劃、組織調整與人員配置 提供績效管理、團隊運作與留才策略建議 勞動法令遵循（核心職責） 確保公司制度符合 勞動基準法 及相關法規 設計與優化出勤、加班、請假、排班與值班制度 辨識並降低勞動法令風險（如 on-call、工時認定等） 員工關係（ER）與爭議處理 主導員工申訴案件、內部調查與訪談（1 on 1） 處理勞資爭議與管理溝通衝突 撰寫調查報告與紀錄，確保符合勞檢標準 勞檢與政府機關應對 作為公司與勞工局之窗口，負責文件準備與回函說明 建立完整且合規之人資文件（出勤、薪資、離職、PIP 等） 協助公司通過勞動檢查及相關稽核 制度建立與優化 建立與優化公司 HR policy（出勤、加班、請假、WFH、績效等） 推動制度落地與內部溝通（含主管 training） 協助塑造健康且具規範的組織文化 招募與關鍵職缺支援 支援關鍵職缺招募（Tech / Product） 參與面試與人才評估（專業能力與文化適配）

We are looking for a motivated and detail-oriented intern to join our Talent Learning team. This internship offers a unique opportunity to gain hands-on experience in corporate learning and development.Roles ResponsibilitiesProject-Based Supporto Support short-term TL projects (e.g., Career Hub initiatives, campaign coordination, process improvement).o Track progress, coordinate stakeholders, and assist with project execution to ensure timely delivery.Internal Communication Supporto Create communication materials such as banners, posters, and internal display visuals.o Design content aligned with TL branding and communication guidelines.o Assist with drafting and organizing content for newsletters, campaigns, and internal announcements.On-site Training Supporto Assist with check-in, material distribution, room setup, and general session coordination.o Provide immediate onsite support based on program needs to ensure a smooth participant experience.o Support program managers with leadership/non-technical learning programs and other training activities.o Prepare training materials (printing, packing, document handling) and ensure venue and logistics readiness prior program.o Provide on-site operational support to ensure successful program delivery.QualificationsBachelor/Master studentFluent in written and spoken English.Fast and self-directed learner with strong problem-solving abilities.Detail-oriented with a high sense of ownership and accountability.Skills (meet at least two of the three skills)Proficiency in Microsoft Excel, PowerPoint, Outlook, including data organization, basic functions, and chart creation.Knowledge of Power BI and Power Automate.Design capability such as video editing, Canva, PowerPoint layout, or similar digital design tools.Other Preferred TraitsAbility to manage multiple tasks efficiently and work with minimal supervision.Confident communication when interacting with employees and external vendors.Creative mindset with the ability to propose new ideas and solutions.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.

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.

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 dynamic HR Director to lead our EMEA human resources team, overseeing operations across our Israel Design Centers inHaifa and Tel Aviv, as well as our RD center in Aachen, Germany.This is a critical leadership role that will shape the people strategy for our rapidly expanding EMEA presence as we continue to scale our world-class engineering teams buildingthe connectivitysolutionspoweringthe AI revolution. As HR Director, you will operate as a true business leader who happens to specialize in people strategy—nota supportfunction,buta driver of business outcomes. You will partner with EMEA site leadership to accelerate product development timelines, improve engineering productivity, and build the organizational capabilities required to win in the AI infrastructure market. Equallycritical, you will serve as the connective tissue between EMEA and our global corporate teams, ensuring seamless alignment on programs, policies, and priorities while representing EMEA needs in global discussions.This role demands acommercially-mindedleader who connects every HR initiative to measurable business impact, whether that's reducing time-to-hire for critical roles, improving retention of top performers, or building leadership bench strength to support our expansion. You will build and scale a high-performing HR team while partnering closely with our global HR function to deliver results. Key Responsibilities Business Partnership Strategic Impact Drive EMEA people strategy that directly accelerates business outcomes including product delivery, engineering velocity, and market expansion Operate as a member of the EMEA leadership team, contributing to business decisions beyond traditional HR scope Translate business challenges into people solutions—identify where talent, organizational design, or capability gaps are limiting growth andtake action Establish and track HR metrics tied to business performance, holding the function accountable for measurable results Global Alignment Collaboration Partner closely with global corporate teams including HR, Finance, Legal, and IT to ensure EMEA alignment on company-wide initiatives and programs Serve as the primary HR liaison between EMEA sites and headquarters, advocating for regional needs while maintaining global consistency Collaborate on the design and rollout of global HR programs, adapting implementation for local markets while preserving intent Build strong cross-functional relationships across geographies to enable effective decision-making and execution Talent Strategy Competitive Advantage Build a world-class semiconductor talent pipeline that gives Astera Labs a competitive edge in EMEA markets Partner with engineering leadership to forecast talent needs and proactively address skill gaps before they impact delivery Design compensation and retention strategies that protect critical talent and reduce regrettable attrition Drive workforce planning that aligns headcount investments with product roadmap priorities Team Building Scaling Build, develop, and lead a high-performing HR team across Israel and Germany oriented around delivering business results Effectively manage and develop remote teams across international borders, fostering collaboration and accountability across multiple sites Drive scalable HR processes and infrastructure to support rapid growth without sacrificing speed or quality Create clear accountability and performance expectations within the HR function HR Operations Compliance Ensure execution excellence in HR operations including employee relations, compensation, benefits, and performance management across EMEA Maintain compliance with local labor laws and regulations in Israel and Germany Continuously improve operational efficiency to free up capacity for strategic priorities Culture Performance Championa high-performance culture that attracts ambitious talent and drives accountability Implement initiatives that improve employee engagement and productivity, not engagement for its own sake Foster an environment where top performers thrive and underperformance is addressed swiftly Basic Qualifications Bachelor's degree in Human Resources, Business Administration, or related field 10+ years of progressive HR experience with significant time in HR leadership roles 3+ years of experience managing and developing HR teams Demonstrated ability to manage remote teams across international borders and multiple time zones Experience in the semiconductor or high-tech hardware industry Strong knowledge of Israel labor law and HR practices; familiarity with German employment regulations Proven track record of scaling HR functions in high-growth environments Demonstrated business acumen with a history of tying HR initiatives to measurable business outcomes Preferred Qualifications Master's degree in Human Resources, MBA, or related advanced degree Experience supporting engineering-heavy organizations in fast-paced, product-driven companies Multi-country HR management experience across EMEA Experience partnering with US-headquartered companies and navigating global/regional dynamics Hebrew language fluency; German language skills a plus Experience with MA integration or establishing new site operations HR certification (SHRM-SCP, CIPD, or equivalent) 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.

1.Managing recruitment related projects such as hiring according to company manpower plan, execution of local oversea recruitment career fairs and talent sourcing strategies. 2.Handle additional project assignments of recruitment and promote work related initiatives.3.Establish vibrant college relations with local institutions.4.Supervising the subordinates on daily recruitment operational tasks as well as handling related enquiries from different levels from stakeholders.5.Strong contributor to the development of new recruitment strategies through creative input combined with data analysis and a deep understanding of the company's future challenges.6.Provide leadership to maintain consistent deployment of recruitment policy and practice, identifying inconsistencies and develop corrective actions. Act as a change agent by facilitating, managing and implementing the necessary modifications to ensure that it is communicated executed effectively and accurately.7.Represent the recruitment team to the rest of the company in the development and roll out of recruitment programs and policies.

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.