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Introduction tothejobAs a member of the regional Operational Excellence team, you play a vital role in driving the standardization, simplification, automation, and enhancement of HR and work processes. You convert updated or new procedures into practical knowledge base materials and executable actions. By partnering with specialized teams, you help to build expertise and escalate complex issues for further clarification. You leverage trend data analysis to craft compelling narratives and support decisions with data-driven insights.You proactively contribute to team goals by challenging stakeholders, prioritizing departmental objectives, and maintaining open, effective communication.Fluent in English.RequirementsHas relevant experience in HR Services roles, with comprehensive knowledge of local HR processes, systems, and policies. Experienced in project management, capable of running small projects with internal stakeholders. Possesses strong data reporting and analytics skills, able to generate actionable insights from diverse data sources and apply appropriate analytical methods. Skilled in analyzing and detecting deviations, integrating feedback and needs from multiple sources. Preferably knowledgeable about process management methods and techniques with good communication skills to support changes landing to the team.ResponsibilitiesOperational ExcellenceInitiate and implement continuous improvements from different perspectives: standardization, simplification, automation, and efficiency improvements.Process ImprovementsContinuously updates personal knowledge and skills within the domain, ensuring that the knowledge database (handbook, instructions, etc.) remains current. Identifies opportunities for customer-centric improvements and takes part in improvement projects.ProjectsIndependently runs and owns projects within the Tier structure, defining and achieving milestones using project management methodology, and maintaining end-to-end responsibility.Education and experienceMaster’s or Bachelor’s degree in Business, Human Resources, or a related field.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.

 1. Reception DutiesGreet and welcome guests promptly with a positive and helpful attitude;Direct visitors to the appropriate person or department;Maintain the reception area to be tidy, presentable, and well-stocked with necessary materials (e.g., brochures, stationery). 2.  Payment Expense ManagementHandle monthly payments for office-related services (rent, utilities, internet, etc.) and ensure timely processing;Coordinate with vendors and the finance team to verify invoices and resolve any payment discrepancies. 3. Travel LogisticsArrange business trips for employees, including flights, hotels, and Arrange business travel (flights, hotels, transportation) efficiently. 4. Event ManagementSupport in organizing internal events;Support in arranging logistics for meetings and training sessions at the office. 5. Office Supplies Facility ManagementManage procurement and replenishment of office supplies, pantry items, and FB;Monitor stock levels, control costs, and coordinate with vendors for timely delivery;Ensure a safe, efficient, and well-maintained office environment;Coordinate periodic maintenance and ad-hoc repairs;Monitor, replenish, and organize office supplies, equipment, and furniture. 

Partner closely with hiring managers and stakeholders to design and implement the full cycle recruitment process and bring the best talents on boardCollaborate and work closely with stakeholders from various departments within the organization to understand the different business functions/needs and execute the recruitment processCustomize creative methods to optimize the process of sourcing, screening, and selection of ideal talents through various platformsDesign and implement initiatives to engage and attract both active and passive candidatesManage and maintain the recruiting pipeline including determining resources status and needs, coordinating recruiting events and sourcing activities, assessing, and managing referral processes with internal stakeholdersCollaborate with team members in various initiatives in the enhancement of performance and employer branding in various areasLeverage creative solutions to implement other HR initiatives and projects in other areasEnsure accuracy and availability of records and reports concerning all phases of recruitment and HR systemsControl HR admin tasks such as checking personal documents of staff and preparing for onboarding  Assist the Recruitment Team as necessary and undertake other tasks and projects that may be assigned from time to time

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.

Design and deliver high-impact, customized learning programs that build critical business and leadership capabilities. Partner closely with business leaders and SMEs to translate operational expertise into practical, experiential, and outcome-driven learning solutions.Lead end-to-end design of customized training programs aligned with business priorities.Translate capability gaps into structured learning journeys with clear objectives and measurable outcomes.Collaborate with SMEs and department heads to co-create new functional training content.Develop practical learning tools (case studies, simulations, role-plays, action learning projects).Facilitate engaging, application-focused training sessions (not theory-heavy delivery).Define success metrics and evaluate training effectiveness beyond satisfaction scores.Conduct field immersion to ensure content reflects real operational challenges 

This position is expected to serve as a trusted HR partner to assigned business teams, working closely with business leaders to drive the peoples agenda, enhance employee experience, and support organizational effectiveness. The job scope includes, but is not limited to:Assist business leader in following areas: career planning, performance management, employee relations, learning and development, recognition programs, and strategic developmentPartner with hiring managers and recruitment team to fulfill hiring needs and support onboarding processes to ensure smooth employee integrationIdentify training and development needs and coordinate learning initiativesProvide employees with information on various people-related topics such as leaves, compensation, benefits, policies, off-boarding,...Operational guidance and support to help identify, prevent, mitigate, and resolve people-related issues that may arise.Establish effective communication channels to ensure the smooth information flow and employee engagementMaintain accurate employee data and HR documentation and ensure compliance with local labor laws and company policiesSupport HR initiatives, projects, and process improvementsOther tasks as assigned by the employer from time to time.

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.

Partner closely with BU leadership by participating in business and management meetings to align HR strategies with business goals. Drive key HR initiatives including talent acquisition, learning development, succession planning, and organizational development. Lead or support HR projects such as campus recruitment, talent acquisition programs, and other strategic HR initiatives. Implement HR policies, programs, and procedures to support business growth and ensure organizational effectiveness.

1. Plan and execute talent recruitment and appointment management, and maintain employee data. 2. Participate in interviews and assessments to assist in identifying suitable candidates. 3. Expand and plan multiple recruitment channels. 4. Responsible for the annual training planning and execution of various internal and external training courses, including new employee training and on-the-job training. 5. Optimize HR systems and related regulations. 6. Familiar with labor laws, mediate labor disputes, and handle employee issues and HR risks. 7. Plan and execute organizational changes. 8. Assist the payroll department in project execution. 9. Other tasks assigned by supervisors.

1. Talent Strategy Recruitment Transformation 制定並執行整體招募策略，解決人才斷層與招募困難問題 建立雇主品牌與人才吸引機制，提升年輕人才加入意願 優化招募流程與工具，提升招募效率與品質 2. Organization Structure Building (0→1) 建立並優化人資制度（招募、薪酬、績效、訓練） 規劃組織架構與職級制度，提升組織運作效率 整合目前分散的人資功能，打造系統化 HR 運作模式 3. Culture Employee Experience 檢視並重塑企業文化，使其更符合新世代人才期待 建立員工發展制度（職涯發展藍圖、培訓體系） 規劃員工活動、福利制度與內部溝通機制，提升組織凝聚力 4. Leadership Stakeholder Management 與董事長及核心管理團隊合作，推動組織轉型 管理並整合現有 HR 人員（薪資、招募、考核） 作為跨部門溝通橋樑，推動變革落地