HR Performance Specialist

ASML brings together the most creative minds in science and technology to develop lithography machines that are key to producing faster, cheaper, more energy-efficient microchips. We design, develop, integrate, market and service these advanced machines, which enable our customers - the world’s leading chipmakers - to reduce the size and increase the functionality of their microchips, which in turn leads to smaller, more powerful consumer electronics. Our main headquarters are located in Veldhoven, the Netherlands, and we also have 18 office locations around the United States- including main offices in Hillsboro, OR, Wilton, CT, Chandler, AZ, San Jose, CA and San Diego, CA. 

Job Mission

We have an exciting opportunity for a HR Performance Specialist to join our US Talent Acquisition (TA) Operations Team. In this role you will use analytics and insights to influence key TA leaders with business intelligence and storytelling to make data-driven decisions.  Consult with business stakeholders to draw connections and translate data into actionable information and visualizations. Become a trusted advisor and business partner to impact the efficiency and profitability of the company. To achieve this, you will be using your unique mix of consulting, analytical, project management, and creative communication to translate insights into stories that can solve business challenges.

As the HR Performance Specialist, you will consult with business and provide thought leadership and analysis against future modelling capabilities and programs that enable the acceleration of revenue growth, improved operational efficiencies & delivery. You will collect, compile, and analyze HR/TA data, metrics, statistics, and apply this data to make recommendations related to recruitment, diversity, retention, legal compliance, workforce planning, and other HR or business functions to make decisions.

You will also apply your knowledge of business intelligence tools and processes to drive and influence decision and change. You will partner across teams and functions to ensure critical talent acquisition projects are executed within timelines.

Roles and Responsibilities

• Consult with the business on human capital challenges to understand areas of concern.  Use data insights to analyze the challenges that provides a forum for problem-solving.

• Drive the collection and compilation of HR metrics and data from a variety of sources including the human resource information system (HRIS) and payroll outputs, management and employee surveys, exit interviews, employment records, government labor statistics, competitors practices, and other sources.

• Generate insights using trend analysis to tell the story using data to make informed decisions.

• Prepare and present regular and ad-hoc reports, dashboards, and data visualizations to HR leadership and other stakeholders using platforms such as Tableau and Workday Discovery Boards.

• Translate complex data into actionable insights and recommendations for HR programs, policies, and initiatives.

• Design and develop user-friendly HR analytics tools and self-service platforms for HR teams and managers.

• Monitor and report on HR analytics trends, emerging technologies, and innovative practices to enhance HR data capabilities.

• Collaborate with key stakeholders to analyze and forecast workforce needs and develop effective strategies for talent acquisition, retention, and succession planning.

• Act as a SME on US TA process and technology infrastructure.

• Provide insight to Global TA leadership on process improvement and operational excellence.

• Identify and recommend reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics.

• Utilize data to measure and assess employee engagement and satisfaction levels.

• Define and establish TA metrics and key performance indicators (KPIs) to measure the effectiveness of HR programs and initiatives.

• Perform other duties as assigned or required.

Education & Experience

• Bachelor’s degree in Data Analytics, Statistics, MIS, IT, Human Resources, Business Administration, Psychology, related field or equivalent combination of education and/or experience.

• Minimum 5 years of experience in HR/recruitment or similar.

• Experience with Workday highly desirable.

• Experience managing large complex projects a plus.

• Ability to plan for long term and deliver on the short term.

• Strong communication and presentation skills.

• Experience generating insights using trend analysis to tell the story using data to influence decisions.

• Experience consulting and asking the right questions to solve a problem.

• Experience with visualization tools such as Tableau or Vizier.

Skills

• Advanced level Excel and Power Point skills with the ability to scrub data and present a final product.

• An analytical skillset in combination with a very pragmatic and result-driven approach.

• Demonstrated ability to perform queries, develop reports and visualizations, and a work with a variety of analytic products or dashboards.

• Experience in data modeling (ER diagrams, database design).

• Strong business and human resources acumen, understanding internal and external market forces, HR analytics, operating priorities and Finance/ROI.

• Effectively manage and influence stakeholders.

• Demonstrates independence and consultative approach.

• Demonstrated organizational skills with exceptional attention to detail.

Other information

• A flexible workplace arrangement may be available to employees working in roles conducive to remote work (up to two days a week working from home). This position often requires an onsite presence to attend in-person meetings,  work-related events and trainings to further ensure teamwork, collaboration and innovation. 

• This role can be based out of any of our main offices in either San Diego, San Jose CA, Chandler Arizona, Wilton Connecticut, or Hillsboro Oregon.

The current base annual salary range for this role is currently:

Pay scales are determined by role, level, location and alignment with market data. Individual pay is determined through interviews and an assessment of several factors that that are unique to each candidate, including but not limited to job-related skills, relevant education and experience, certifications, abilities of the candidate and pay relative to other team members.

The Company offers employees and their families, medical, dental, vision, and basic life insurance. Employees are able to participate in the Company’s 401k plan. Employees will also receive eight (8) hours of vacation leave every month and (13) paid holidays throughout the calendar year. For more information, please contact the Recruiter or click on this link Compensation & Benefits in the US.

All new ASML jobs have a minimum application deadline of 10 days.

Inclusion and diversity

ASML 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.

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Request an Accommodation

ASML provides reasonable accommodations to applicants for ASML employment and ASML employees with disabilities.  An accommodation is a change in work rules, facilities, or conditions which enable an individual with a disability to apply for a job, perform the essential functions of a job, and/or enjoy equal access to the benefits and privileges of employment. If you are in need of an accommodation to complete an application, participate in an interview, or otherwise participate in the employee pre-selection process, please send an email to [email protected] to initiate the company’s reasonable accommodation process.

Please note: This email address is solely intended to provide a method for applicants to initiate ASML’s process to request accommodation(s). Any recruitment questions should be directed to the designated Talent Acquisition member for the position.