26057P | Interim Program Manager HR & AI | Leading High Tech Manufacturer

HR Program Manager

The people who design the world’s most precise patterning systems need programs that are just as exact. This role turns workforce strategy into operating rhythm: programs that hire, develop, and retain the talent behind hardware, software, and service breakthroughs. You will own outcomes leaders can measure—not a calendar of activities—so critical teams stay staffed, capable, and ready for the next technology node.

Performance Objectives

Stand up and run a portfolio of HR programs that close priority talent gaps in engineering, manufacturing, and customer-facing roles within agreed cycle times.
Convert business demand into a rolling workforce plan, and deliver hiring, mobility, and development actions that hit quarterly headcount and skill targets.
Cut time-to-productivity for new hires by redesigning onboarding so role-critical knowledge is transferred in the first 90 days.
Raise internal fill rates for scarce technical roles by building career paths, succession slates, and targeted development that managers actually use.
Improve program adoption and manager confidence, measured by participation, completion, and post-program performance signals—not attendance alone.
Surface people risks early—attrition, skill shortages, uneven load—and drive corrective actions with HR partners and business leaders before delivery slips.
Standardize program governance so scope, budget, owners, and results are visible, and duplicate efforts are retired.

Environment & Resources

You will sit in a global HR team that partners with R&D, manufacturing, supply chain, and customer operations in a high-precision semiconductor environment. You will report to an HR leadership role, work with HR business partners, talent acquisition, learning, and total rewards, and run programs with a defined budget, shared HR systems, and executive sponsorship. Decisions are data-backed; delivery is cross-functional.

Essential Qualifications

Proven record designing and delivering multi-site HR programs with clear outcomes, owners, and measures.
Experience translating workforce plans into hiring, mobility, and development actions in a technical or industrial organization.
Skill facilitating senior stakeholders through tradeoffs on priority, scope, and timing.
Fluency with HR metrics and systems sufficient to track cycle time, quality of hire signals, adoption, and retention.
Ability to write crisp program briefs and hold a cadence that keeps work on scope.
Comfort operating where hardware, software, and field expertise must be built together, not in isolation.

Role Selling Points

Work where people programs directly enable leading patterning technology, not generic corporate initiatives.
Influence how scarce technical talent is grown across hardware, software, and services.
Operate with the discipline of a late-stage, publicly accountable organization and the pace of continuous innovation.
Own a visible portfolio: scope, budget, and results—not a supporting task list.
Partner with leaders who measure precision in nanometers and expect the same clarity from HR.

Call to Action

If you have shipped HR programs that changed staffing, skill, and retention outcomes in a complex technical business, apply with a short note on one program you owned and the result it produced.