Human Resources Director - Teradyne Robotics

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Date: Jul 9, 2024

Location: North Reading, MA, US

Company: Teradyne

As the VP of HR for Robotics, you will be a key member of both the HR and Robotics Leadership Teams.  Reporting directly into the Chief Human Resource Officer with a dotted line into the Robotics Group President.

 

The VP of HR will partner with senior leadership to drive strategic HR initiatives that align with business objectives. You will directly lead two HR Business Partners in each Business Unit (BU), collaborating to build an integrated HR leadership structure at both the Robotics level and at the BU level; Universal Robots, MiR, and all future companies acquired. Ensuring each business unit’s senior leadership team gets the strategic HR partnership to achieve business results, create a high-performance culture, and effective talent management practices. The HR BP will support synergies and integrations of functions between the BU’s where practical that enable the business to scale up.

 

 

Key Responsibilities:

  • Strategic HR Leadership:
    • Collaborate and partner with senior leadership to understand business goals and translate them into global HR initiatives and strategies.
    • Drive the development and execution of HR plans that support the BU’s objectives and contribute to overall organizational success.
    • Serve as a trusted strategic advisor and consultant to senior leadership.

 

  • Business Strategy
    • Fluent in key business strategies (even outside of people topics), as well as external market competitive landscape
    • Represent HR and provide strategic input on business strategy
    • Understand what the business needs (through diagnosis, analysis, data), including organizational health, and what the function must bring to meet those needs, leveraging the breadth of the global HR model
    • Partner with the business on how to ensure Teradyne Robotics is optimally set up to deliver on business strategy inclusive of annual business planning and long-range financial planning (e.g., workforce planning)
  • Talent Management:
    • Provide strategic guidance on work force planning, talent acquisition, succession planning, and organizational development to ensure the organization has ready talent to achieve strategic objectives.
    • Align talent acquisition strategies in partnership with the Talent Acquisition CoE to deliver the forecasted headcount plans of each of the groups, meeting competency, cost, and time requirements.

 

  • Diversity, Equity and Inclusion
    • Develop a Diversity, Equity, and Inclusion (DEI) strategy and initiatives aimed at achieving meaningful enhancements in underrepresented communities, aligned with the corporate DEI strategy.

 

 

 

  • Change Management and Organizational Development:
    • Drive initiatives related to organizational design, change management, and culture development to enhance organizational effectiveness. Including cultural transformation, Teradyne Corporate Level Operating System, and Core Curriculum.
    • Identify and advise on opportunities for organizational development, effectiveness improvements, risks and trends related to domestic and international expansion.

 

  • Mergers and Acquisitions:
    • Partner with cross-functional teams to enable operationalization of inorganic growth levers like M&A, VC investments & Strategic collaborations (talent and incentive activation).
    • Conduct due diligence on HR-related matters, including workforce analysis, organizational structure assessments, compensation and benefits reviews, and cultural assessments.
    • Collaborate with legal and compliance teams to ensure HR-related regulatory requirements are met during transactions.
    • Lead integration efforts post-merger/acquisition to harmonize HR policies, practices, and cultures. Monitoring and evaluating the effectiveness of HR integration activities and recommend adjustments as needed to optimize outcomes.

 

  • HR Analytics and Reporting:
    • Utilize HR data and analytics to assess trends, measure HR program effectiveness, and make data-driven recommendations.

 

  • Annual HR Activities:
    • In collaboration with the senior managers, lead strategy and direct execution for recurring HR processes, including compensation and equity, succession planning, talent management and workforce planning

 

 

Position Qualifications

  • Minimum 15 + years of experience as a strategic HR Business Partner supporting executive team members in a growing fast paced, global organizations, ideally in tech industry.
  • Proven track record of leading HR initiatives that support business objectives in a highly dynamic environment.
  • Strong business acumen and the ability to align HR strategies with financial goals and constraints
  • Deep knowledge of HR functions (Total rewards, Talent Acquisition, Talent management etc.)
  • Experience in managing complex employee relations issues globally, promoting a positive work environment and minimizing legal risks.
  • Strong communication and interpersonal skills, focusing on influence, impact, transparency, collaboration, and cross-cultural awareness.
  • Strong project management skills and ability to manage complex projects with multiple stake holders in a fast-paced, high growth environment.
  • Critical thinker with excellent analytical, problem-solving and synthesis skills with the ability to influence stakeholders leveraging relevant analytics.
  • Consensus building leadership; values the ideas and opinions of others and collects their input as part of decision-making 
  • Master’s degree in HR or Business is a plus
  • Ability to travel domestically and internationally as required


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