Forming Our Future together
FormFactor, Inc. (NASDAQ: FORM), is a leading provider of essential test and measurement technologies along the full semiconductor product life cycle — from characterization, modeling, reliability, and design de-bug, to qualification and production test. Semiconductor companies rely upon FormFactor’s products and services to accelerate profitability by optimizing device performance and advancing yield knowledge. The company serves customers through its network of facilities in Asia, Europe, and North America.
Rooted in our core values — Focus on the Customer, Ownership & Accountability, Respectfully & Effectively Communicate, and Motivate & Develop People — we foster an environment where diverse perspectives are not only welcomed but celebrated. Everyone can make an impact here. Whether it's improving products, supporting customers, or positively influencing peers and the community, the contributions of our people matter.
Shift
The regular hours for this position are day shift.
Job Description
The
Human Resources Director serves as a global, enterprise‑level HR leader responsible for shaping a compelling long‑range people agenda that enables and accelerates the business strategy across FormFactor’s worldwide Operations organization. This role partners closely with senior global operations executives and site leaders across multiple regions, providing strategic guidance on talent, organizational effectiveness, workforce planning, and leadership capability. The HR Director ensures alignment and execution through a “One Global HR” approach—translating strategy into measurable outcomes, driving consistency across regions, and serving as a trusted advisor who strengthens operational performance through people, culture, and organizational design.
Key Responsibilities
Strategic HR Leadership & Business Partnering
- Convert enterprise and business strategies into a multi‑year global people plan; influence executive leader decisions with clear priorities, tradeoffs, and outcomes.
- Lead portfolio execution across regions, ensuring work sits in the right place/right cost/right capability. Drive “One HR” collaboration with COEs/PXP and regional teams.
- The Employee Relations COE ensures a positive global labor relations climate by monitoring employee sentiment, addressing concerns early, and collaborating with leaders. It leads preventative strategies, manager training, and communication to minimize risk and support a stable, engaged, union-free environment worldwide.
Organization Design, Change & Leader Effectiveness
- Architect future‑fit org structures (spans/layers/roles) and lead change management as we transform the company for growth.
- Raise leader capability (goals, feedback, coaching, accountability) and ensure transparent calibration and pay‑for‑performance alignment.
Talent, Succession & Workforce Planning
- Run the talent rhythm (performance reviews, succession pipelines, movement strategies) to build critical capabilities where and when needed.
People Operations & Employee Experience
- Partner with the People Operations COE to simplify end‑to‑end processes; automate where feasible; balance moments‑that‑matter with scalable services.
Data & Insights
- Provide prescriptive and predictive analytics on engagement, attrition, succession , and productivity to inform executive decisions.
Inclusion, Values & Culture
- Embed inclusion, values, and refreshed behaviors into talent lifecycle practices and leader routines globally.
Excellence In Role
- Sets long‑term strategic goals and communicates a compelling, aligned vision that advances Company Goals & Key Results; operates above daily activity with an enterprise, future‑oriented lens.
- Translates strategy into concrete, cascading goals for teams/regions with the right balance of stretch and achievability; establishes urgency and execution discipline.
- Oversees multiple groups/portfolios and orchestrates cross‑functional alignment; monitors KPIs, drives efficiency, and champions First‑Time‑Right and continuous improvement.
- Demonstrates business acumen—aligns talent planning with growth, and ensures the organization is positioned for growth and scale.
- Shows strong executive presence, change management and communication, influencing enterprise decisions and facilitating enterprise‑level change.
Key Skills & Experiences
- Progressive global HR leadership, with substantial HRBP/PXP scope across regions and proven COE partnership in matrixed environments.
- Depth in org design/change, talent & succession, analytics, and executive advising; track record leading multi‑country portfolios.
- Credible executive communicator; models a “One HR” collaboration mindset.
- Advanced degree preferred.
Travel
- Global travel up to 30% as needed.
Skills
Business Acumen, Change Management, Compliance Awareness, Employee and Labor Relations, Executive Communications, Goal Planning, HR Business Partnering, Inclusion, Labor Management Relations, Organizational Design, Organizational Effectiveness, Stakeholder Management, Talent Strategy, Workforce Planning
Education & Experience
Minimum of 12+ years of relevant experience in leadership roles, with a Bachelor’s degree; or 10 years and a Master’s degree; or a PhD with 8 years experience; or equivalent experience | Required
Equal Employment Opportunity Statement
FormFactor is an equal opportunity employer. FormFactor complies with all national, state, and local laws that seek to promote equal opportunities for any applicant or employee without regard to age, race, color, gender, gender identity/expression, national origin, sexual orientation, religion, disability, marital status, pregnancy or related condition, military service, or any other legally protected characteristics. These protections apply to all aspects of employment, including but not limited to, recruitment, hiring, training, promotions, and compensation.
For roles that are designated as remote-eligible, employees cannot be located in: AL, AK, AR, DE, GA, HI, IL, IA, KY, LA, ME, MD, MS, MO, NE, NV, NJ, NM, ND, OK, PA, RI, SC, SD, TN, WV, WI, WY. This list is continuously evolving and being updated, please check back with us if the state you live in is on the exclusion list. A role is remote-eligible only when it is listed as "Remote" in the job location.
