HR Business Partner (HRBP)

Job description

HR Business Partner - Modules TSMC is the world’s leading semiconductor foundry, pioneering advanced chip manufacturing technologies that power the future of electronics. Our cutting-edge 4-nanometer fab in Phoenix, Arizona represents our commitment to expanding US-based semiconductor production and technological innovation.

Job Summary

The People Experience & Engagement Business Partner is the primary executional HR partner for employees and frontline-to-mid-level Leaders in TSMC’s high-volume semiconductor manufacturing environment. This role is responsible for day-to-day employee relations execution, policy application, investigations, and risk stabilization, ensuring consistent, timely, and legally compliant handling of people issues at scale. The People Partner enables broader organizational initiatives by resolving individual employee issues, identifying risk patterns, and escalating appropriately while embodying TSMC’s core values of Integrity, Commitment, Innovation, and Customer Trust.

Essential Functions

Employee Relations & Case Management (Primary Function) Serve as the first point of contact for employee relations issues across assigned populations, including attendance, conduct, performance, policy compliance, and workplace complaints Manage a high-volume ER caseload across multiple shifts and departments Conduct fact-finding investigations, including employee and manager interviews, documentation review, and written findings summaries

Draft, review, and validate corrective action documentation, including written warnings, final warnings, and termination packets Ensure consistent and legally compliant application of HR policies across managers, shifts, and departments Maintain accurate and complete case documentation in HR case management systems Manager Enablement Provide daily, real-time guidance to employees on HR policies, procedures, and employee situations

Support managers in delivering attendance, discipline, and performance conversations, including preparation and documentation standards Advise managers on performance improvement and development plans, execution, attendance tracking, and corrective action sequencing Reinforce role clarity, behavioral expectations, and policy standards as defined by leadership and HR governance Employee Experience Stabilization Identify recurring friction points affecting employee experience (e.g., attendance issues, supervisor behavior, shift concerns)

Flag emerging patterns and trends to Leadership Partners and HR leadership Support execution of engagement surveys, listening sessions, and follow-up actions as directed programs Reinforce cultural norms through consistent policy application and timely issue resolution Risk Identification & Escalation Identify and escalate people risks involving leadership behavior, repeated patterns, or elevated legal exposure

Partner closely with LOA, Accommodations, Compliance, and Legal teams to ensure documentation accuracy and risk containment Escalate cases to Leadership Partners when issues involve manager or senior leader behavior, structural or role clarity concerns, or reputational, legal, or enterprise-level risk Retain ownership of cases that are individual, policy-based, and resolvable through standard corrective action

Decision Authority Owns Escalates Day-to-day ER case execution Leadership behavior concerns Policy interpretation for individual cases Systemic/repeat organizational risks Corrective action within defined thresholds High-risk cases with legal exposure Qualifications Required Bachelor’s or master’s degree required in Human Resources or related field Minimum 3 years of progressive HR experience in manufacturing or other high-volume industrial environments

Demonstrated expertise in employee relations case management, workplace investigations, and corrective action execution Working knowledge of federal and state employment laws (attendance, discipline, ADA, LOA, retaliation, harassment) Proficiency in Microsoft Office Suite and HR case management systems Strong written and verbal communication skills Preferred HR certification (PHR, SHRM-CP) 5 years of progressive HR experience in manufacturing or other high-volume industrial environments

Experience in semiconductor or advanced manufacturing environments Bilingual capabilities (English/Mandarin) Experience with HRIS platforms (Workday, SAP SuccessFactors, or similar) Prior experience managing ER caseloads across shift-based manufacturing operations