Job Description:

Intel Dalian Memory Technology and Manufacturing (DMTM) is high-volume
manufacturing memory fab in Intel China working on leading edge 3D NAND
product. Intel and SK Hynix have an agreement for SK Hynix to acquire Intel's
NAND memory and storage business. and Intel will continue to manufacture NAND
wafers at the Dalian memory manufacturing until the final closing expected to
occur in March 2025. Intel DMTM will continue to build on the success of our
NAND technology at a greater scale, play a larger role in supporting our
customers.

This HR position candidate is responsible for:

Analyzes the enterprise with an organizational systems lens to ensure clarity
on where the organization should focus to develop and implement clear,
compelling, and appropriate strategies and design solutions to improve
organizational development and growth. Applies proven practices and diagnostics
to assess the health of an organization. Creates and reports key metrics to
deliver insights to the business on people related performance indicators and
business outcomes. Utilizes organizational health assessments to work with
leaders and employees in identifying and implementing the capabilities,
structure, talent, organizational culture, metrics and reinforcing systems in a
way that enable successful business achievement. Serves as a coach/organization
development expert to guide when transition and change management strategies
are needed to embed the desired transformational behaviors. Applies knowledge
of organization design principles to support leaders in structuring efficient
and effective organizational structures and workflows that can deliver on
business goals. Designs and implements change management strategies, together
with the change management partner, business leaders and human resources
professionals to support largescale, complex change projects. Diagnoses
organizational issues, facilitates discussion with leadership, and provides
recommendations to achieve maximum organizational performance and efficiency.
Partners with senior leadership teams by developing and facilitating customized
interventions that enhance team performance and effectiveness. Contributes to
organization development team efforts to capture and share standards, best
practices, external benchmarking, and innovative practices related to culture,
change management, team effectiveness, strategy operationalization,
organization design, and organization diagnosis.

Qualifications:

Knowledge and Experience You Will Need to be Successful in this Role:

* Executive Presence: Quickly build credibility with executive leaders to
influence actions and growth beyond their comfort zone. Exhibit grace under
fire when challenged. Ability to have difficult conversations constructively
and boldly.
* Organizational Business Acumen: Demonstrate ability to quickly learn how
businesses make money and differentiate themselves in the market. Have an
appetite for learning all aspects of a company, its business, its partners, and
goals so you can build a compelling business case for the critical work you do.
Be able to position a business for profitable growth by assessing external and
internal dynamics that enable success.
* Organization Diagnosis and Design: Translate the strategic business goals
into organizational capabilities to drive alignment through holistic
organization design. Demonstrate ability to use a variety of assessment methods
to gather and analyze data to fit the business context. Differentiate between
symptoms and root causes.
* Leadership Development and Succession Planning: Build an effective
mechanism to assess and grow the succession pipeline. Know when and how to
provide constructive feedback, team effectiveness interventions, and advocate
for getting the right leaders in place for a high performing leadership team.
* Change and Transition Management: Consult and facilitate through the change
and transition management phases: planning, implementation, and reinforcement,
ensuring there is minimum disruption to the business, its people and
operations. Offer a systematic and agile approach to dealing with change
* Workforce Planning: Assess the organization's talent against their
near-term and longer-term business needs and identify needed actions to ensure
the right talent is on board.
* HR Basics: Have enough fluency in core HR skills to understand how proposed
design and implementation plans are connected into the day to day HR work.
* Relationship Management: Quickly build trusting relationships that allows
the ability to provide practical, as well as visionary, solutions and services.
Possess the emotional intelligence to adapt engagements to align successfully
to the situation and assume responsibility for achieving results. Exquisitely
manage multiple stakeholders to drive sustainable solutions.
* Synthesizing Information: Influence through integrated, clear information
that results into a focused plan of action. Discern patterns and connections in
information to leverage in assessment and design work. Expertly communicate
complex information in simple ways that influence people to join the cause.
Minimum Qualifications:

At least 7 years of direct experience in Organization Diagnosis and Design,
Leadership Development and/or Coaching, HR basics: (employee relations,
training and development, performance management, change management) or Systems
Thinking

Requirements listed would be obtained through a combination of industry
relevant job experience, internship experiences and or
schoolwork/classes/research.