Applied Materials is the leader in materials engineering solutions to produce virtually every new chip and advanced display in the world. Our expertise in modifying materials at atomic levels and on an industrial scale enables customers to transform possibilities into reality. Our innovations make possible™ the technology shaping the future. To achieve this, we employ some of the best, brightest, and most talented people in the world who work together as part of a winning team.
While virtually every nationality, culture, and background are currently represented within Applied Materials, we strive for a more robust Culture of Inclusion (COI) and diversity. Leveraging our COI vision helps drive innovation, build organizational capabilities, create equal opportunities for everyone, and achieve our company’s definition of Winning.
We are actively recruiting a Talent Acquisition Leader, Americas.
Identify and provide thought-leadership and direction for innovative and best-practice global TA practices, tools, processes, and projects.
Design, develop, and lead transformation of the Americas Talent Acquisition practice to fulfill the company's short and long-term business objectives.
Engage and lead team of recruiters, sourcers, and project/program team members through transformational change of both the HR function and the Talent Acquisition function.
Partner closely with global business leaders, HR partners, and hiring managers to assess talent needs; partner to develop talent plans for organizations, units, and countries; and balance competing priorities and timelines.
Financial and Operational Efficiency:
Identify and oversee TA projects that have global impact.
Implement forward-looking resource capacity modeling for the Americas Talent Acquisition team to continually assess and ensure adequate resources are in place to meet changing talent needs of the business.
Identify and implement opportunities to leverage internal/external resources for cost-effective business results.
Manage regional budget/expenses; find and implement opportunities to maximize investments.
Establish and provide performance metrics / measures to continually assess team effectiveness against industry benchmarks and to assess the business value of programs and processes.
Build and execute regional talent acquisition strategy for internal and external talent.
Build trust and create followership to lead team through HR and TA organizational transformation.
Lead the team’s transition from a request-driven model to a consultative partnership model.
Voice of the Customer
Consult with HR and business leaders re: current and upcoming talent needs to build supporting strategies, programs, and actions to meet these needs.
Consult with HR and business leaders re: build-vs-buy talent decisions to support business strategy while following organizational policies and procedures that support government and EEO/AAP/OFCCP regulations.
Partner in creation and implementation of stakeholder measures, root cause analysis, and action plans.
Develop and leverage partnerships across the enterprise to link talent acquisition activities to other talent processes, such as performance management, succession planning, and talent reviews.
Culture, Inclusion, and Purpose
Create an inclusive environment to lead and develop a diverse, world-class team of talent acquisition professionals.
Lead talent acquisition strategy and actions for the business, including needs analysis, development & execution of innovative sourcing practices, and managing related programs.
Drive thought-leadership and implementation of sourcing and recruiting practices to attract and hire diverse candidates.
Partner with the broader talent acquisition team for efficient use of resources, tools, best practices and recruitment partnering opportunities.
Work across the global talent acquisition, HR, and other functional teams to deliver business results.
Seek and develop tactical and strategic partnerships to innovate service delivery and results.
Create and institutionalize connections between talent acquisition and other service delivery units.
Best-practice talent acquisition strategies, tools, and operations, including emerging technologies.
State and federal employment laws.
10+ years increasing responsibility in HR with emphasis in talent acquisition or talent planning/management.
Fortune 50 company.
5 +years leadership experience, including virtual teams of full-time, permanent, and contract resources.
Budget/business case creation and management.
Experience working in a rapidly changing, transformational environment.
Stakeholder management at the executive level.
Experience leading global projects.
Translate business strategies into clear objectives and business action.
Build diverse and inclusive teams.
Metrics, data, analytics.
Excellent written, verbal, and listening skills.
Critical-thinking and problem-solving.
Project management & staffing capacity planning.
Stakeholder relationship management.
Leads through matrixed and direct leaders and individual contributors.
Executes business plans and is key contributor to the development of COE strategy.
Directs the resolution of highly complex or unusual business problems.
Applies advanced analytical thought and judgment.
Partners across HR and business re: key talent acquisition strategies and initiatives; allocates resources (people, money, tools) accordingly.
Leverages talent analytics to inform talent acquisition strategies (build vs. buy) and projects; shares regional industry/competitor talent trends.
Guided by business, HR, and COE strategy, delivers results that positively affect business success.
Attributes and Interpersonal Skills
Action-oriented and results-oriented; takes initiative
Learning mindset – seeks new ways of working; curious about the market, competition, and industry
Thrives on change; effectively handles surprises
Self-disciplined, responsible, and conscientiousness (organized, dependable, and thorough)
Invested in the development of others; values diversity
Relationship-oriented; partners and collaborates with stakeholders up, down, and across the organization for the good of the enterprise, not just for a single person or team
Tactful and discerning; perceives others’ motivations and interests to effectively navigate many personalities and prioritize/balance their competing needs
Enterprise mindset and able to work effectively across the matrix
Negotiates and influences the opinions of others at the senior executive level and in external organizations; exercises sensitivity to the audience
(Position requires understanding of Applied Materials global Standards of Business Conduct and compliance with these standards at all times, including demonstrating the highest level of ethical conduct reflecting Applied Materials' core values.)
Ticker: Nasdaq: AMAT
Fiscal 2020 Revenue: $17.2 billion
Fiscal 2020 R&D: $2.2 billion
Founded: November 10, 1967
Headquarters: Santa Clara, California
Global Presence: 93 locations in 17 countries
Manufacturing: China, Germany, Israel, Italy, Singapore, Taiwan, United States
Employees: ~24,000 worldwide
Patents: ~13,300 issued
“Applied Materials closed fiscal 2020 with record quarterly performance as demand for our semiconductor systems and services remains very strong,” said Gary Dickerson, president and CEO. “Our future opportunities have never looked better and, as powerful technology trends take shape, we are uniquely positioned to accelerate our customers’ roadmaps and outperform our markets.”
Applied Materials is an Equal Opportunity Employer committed to diversity in its workforce.
BA in business, Human Resources, or related/relevant field
Master’s degree desired but not required.
SHRM and/or AIRS certifications helpful but not required.
Years of Experience:
10 - 15 Years
Yes, 10% of the Time
Applied Materials is committed to diversity in its workforce including Equal Employment Opportunity for Minorities, Females, Protected Veterans and Individuals with Disabilities.