Mgr, HRBP

Ultra Clean Technology; Manor (TX); On-site; USD 120,000 - 160,000; Full time

Job summary

Ultra Clean Technology seeks an experienced Manager, Human Resources Business Partner to serve as a strategic partner to site and functional leadership, aligning people strategies with business objectives. You will guide employee relations, talent management, workforce planning, organizational development, performance management, and change management.

The ideal candidate balances strategic priorities with day-to-day execution in a fast-paced manufacturing environment and leads HR initiatives

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.
• Seven or more years of progressive HR experience, including experience as an HR Business Partner.
• Experience supporting manufacturing or fast-paced operations preferred.
• Strong knowledge of employee relations, employment law, performance management, and talent management practices.

Responsibilities

• Partner with business leaders to develop and implement HR strategies that support operational and organizational goals.
• Provide guidance to leaders on employee relations, performance management, corrective action, workplace investigations, and policy interpretation.
• Lead workforce planning including organizational design, staffing, succession planning, talent reviews, and retention strategies.
• Coach managers on leadership effectiveness, employee engagement, communication, and team development.
• Support annual performance reviews, merit planning, bonus, and talent management processes.
• Analyze workforce data and HR metrics to identify trends, risks, and opportunities for improvement.
• Partner with Talent Acquisition to support hiring strategies and ensure critical positions are filled in a timely manner.
• Oversee onboarding, internal mobility, promotions, transfers, and offboarding processes.
• Drive employee engagement, recognition, development, and site-culture initiatives.
• Collaborate with Benefits, Compensation, Payroll, Legal, and other Centers of Excellence to resolve employee matters and implement HR programs.
• Support organizational changes, business transformations, restructuring, and change-management initiatives.
• Ensure compliance with federal, state, and local employment laws and company policies.
• Maintain accurate and confidential employee records and documentation.
• Lead or support site-wide HR projects and continuous-improvement initiatives.
• Manage and develop HR team members as applicable.

Skills

Employee relations

Talent management

Workforce planning

Performance management

Leadership coaching

Change management

Data analysis

Communication

Strategic HR partnership

Discretion and confidentiality

Education

Bachelor’s degree in Human Resources or related field

Master’s degree or HR certification (SHRM-CP/SHRM-SCP/PHR/SPHR) preferred

Job description

Join UCT and be part of the fastest-growing sector in the world! We indirectly touch every semiconductor chip that goes into every smartphone, smart car and device that uses artificial intelligence. This is a critical time for the semiconductor industry and for UCT - as technology evolves, we evolve with it. UCT is a diverse workplace where every talented employee is committed to continuous innovation, challenging the status quo and exceeding customer expectations. If you are a person with a relentless drive to succeed, a strong focus on quality with a passion for success - join us today!

Job Summary:

The Manager, Human Resources Business Partner serves as a strategic partner to site and functional leadership, aligning people strategies with business objectives. This role provides leadership and guidance across employee relations, talent management, workforce planning, organizational development, performance management, compensation, and change management.

The ideal candidate is a hands-on HR leader who can balance strategic priorities with day-to-day execution in a fast-paced manufacturing environment.

Key Responsibilities

• Partner with business leaders to develop and implement HR strategies that support operational and organizational goals.
• Provide guidance to leaders on employee relations, performance management, corrective action, workplace investigations, and policy interpretation.
• Lead workforce planning efforts, including organizational design, staffing, succession planning, talent reviews, and retention strategies.
• Coach managers on leadership effectiveness, employee engagement, communication, and team development.
• Support the annual performance review, merit planning, bonus, and talent management processes.
• Analyze workforce data and HR metrics to identify trends, risks, and opportunities for improvement.
• Partner with Talent Acquisition to support hiring strategies and ensure critical positions are filled in a timely manner.
• Oversee employee onboarding, internal mobility, promotions, transfers, and offboarding processes.
• Drive employee engagement, recognition, development, and site‑culture initiatives.
• Partner with Benefits, Compensation, Payroll, Legal, and other Centers of Excellence to resolve employee matters and implement HR programs.
• Support organizational changes, business transformations, restructuring, and change‑management initiatives.
• Ensure compliance with federal, state, and local employment laws and company policies.
• Maintain accurate and confidential employee records and documentation.
• Lead or support site-wide HR projects and continuous‑improvement initiatives.
• Manage and develop HR team members, as applicable.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.
• Master’s degree or HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
• Seven or more years of progressive HR experience, including experience as an HR Business Partner.
• Previous experience supporting a manufacturing, operations, engineering, or similarly fast‑paced environment preferred.
• Strong knowledge of employee relations, employment law, performance management, and talent‑management practices.
• Demonstrated experience conducting workplace investigations and managing complex employee‑relations matters.
• Strong coaching, influencing, problem‑solving, and conflict‑resolution skills.
• Ability to build trusted relationships across all organizational levels.
• Strong analytical skills with the ability to interpret workforce data and recommend appropriate actions.
• Excellent written and verbal communication skills.
• Ability to manage multiple priorities while maintaining discretion and confidentiality.
• Strategic HR partnership
• Business and operational acumen
• Leadership coaching
• Employee relations
• Sound judgment and decision‑making
• Collaboration and influence
• Change management
• Data‑driven problem‑solving
• Accountability and execution
• Integrity and confidentiality

Physical Demands and Working Conditions:

This section is required for compliance with the Americans with Disabilities Acts (ADA)

Criteria:

• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Work is performed primarily in a standard office environment.
• Subject to hazards including electrical current, moving mechanical parts, and exposure to chemicals.
• Subject to frequent interruptions.
• Required to wear personal protective equipment where applicable.

Overnight Travel:

• Work may require out-of-town travel depending upon assignment (training and meeting).

At Ultra Clean Technology,we don’t just welcome diversity - we celebrate it! Ultra Clean Technology is proud to be an equal-opportunity employer. We are committed to equal employment opportunity regardless of race, color, national or ethnic origin, age, religion, disability, sexual orientation, gender, gender identity and expression, marital status, and any other characteristic protected under laws and regulations.

UCToffers an excellent benefits package to all full-time employees, which includes medical, dental, vision, 401(k), and paid time off. LI-BD

Equal Opportunity Employer

Join UCT and be part of the fastest-growing sector in the world! We indirectly touch every semiconductor chip that goes into every smartphone, smart car and device that uses artificial intelligence. This is a critical time for the semiconductor industry and for UCT - as technology evolves, we evolve with it. UCT is a diverse workplace where every talented employee is committed to continuous innovation, challenging the status quo and exceeding customer expectations. If you are a person with a relentless drive to succeed, a strong focus on quality with a passion for success - join us today!

Job Summary:

The Manager, Human Resources Business Partner serves as a strategic partner to site and functional leadership, aligning people strategies with business objectives. This role provides leadership and guidance across employee relations, talent management, workforce planning, organizational development, performance management, compensation, and change management.

The ideal candidate is a hands‑on HR leader who can balance strategic priorities with day‑to‑day execution in a fast‑paced manufacturing environment.

Key Responsibilities

• Partner with business leaders to develop and implement HR strategies that support operational and organizational goals.
• Provide guidance to leaders on employee relations, performance management, corrective action, workplace investigations, and policy interpretation.
• Lead workforce planning efforts, including organizational design, staffing, succession planning, talent reviews, and retention strategies.
• Coach managers on leadership effectiveness, employee engagement, communication, and team development.
• Support the annual performance review, merit planning, bonus, and talent management processes.
• Analyze workforce data and HR metrics to identify trends, risks, and opportunities for improvement.
• Partner with Talent Acquisition to support hiring strategies and ensure critical positions are filled in a timely manner.
• Oversee employee onboarding, internal mobility, promotions, transfers, and offboarding processes.
• Drive employee engagement, recognition, development, and site‑culture initiatives.
• Partner with Benefits, Compensation, Payroll, Legal, and other Centers of Excellence to resolve employee matters and implement HR programs.
• Support organizational changes, business transformations, restructuring, and change‑management initiatives.
• Ensure compliance with federal, state, and local employment laws and company policies.
• Maintain accurate and confidential employee records and documentation.
• Lead or support site‑wide HR projects and continuous‑improvement initiatives.
• Manage and develop HR team members, as applicable.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field required.
• Master’s degree or HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred.
• Seven or more years of progressive HR experience, including experience as an HR Business Partner.
• Previous experience supporting a manufacturing, operations, engineering, or similarly fast‑paced environment preferred.
• Strong knowledge of employee relations, employment law, performance management, and talent‑management practices.
• Demonstrated experience conducting workplace investigations and managing complex employee‑relations matters.
• Strong coaching, influencing, problem‑solving, and conflict‑resolution skills.
• Ability to build trusted relationships across all organizational levels.
• Strong analytical skills with the ability to interpret workforce data and recommend appropriate actions.
• Excellent written and verbal communication skills.
• Ability to manage multiple priorities while maintaining discretion and confidentiality.

Key Competencies

• Strategic HR partnership
• Business and operational acumen
• Leadership coaching
• Employee relations
• Sound judgment and decision‑making
• Collaboration and influence
• Change management
• Data‑driven problem‑solving
• Accountability and execution
• Integrity and confidentiality

Physical Demands