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GlobalFoundries in Richardson, Texas seeks a Senior Director of Product Management & Demand Creation for Analog Custom Silicon to own the platform roadmap and market strategy. You will drive demand creation and lead cross-functional teams across marketing, sales, and engineering to achieve design wins and scalable growth.
The role requires 15+ years in semiconductors with analog/mixed-signal expertise and a proven track record of leading high-impact product lines.
Senior Director - Product Management & Demand Creation Analog Custom Silicon
Job Level: Senior Director (JL11)
Organization: GlobalFoundries - MIPS / Smart Analog & Sensors
Owns end-to-end product strategy, demand creation, and commercial success for the Analog custom silicon Business includingActs as the business and product leader for the platform, with accountability spanning product roadmap, marketing, business development, and applications engineering, ensuring scalable growth across segments like PMICs, Motor Drives. Works closely with Engineering and Manufacturing teams to deliver differentiated, high-volume analog centric silicon solutions.
Expected Salary Range$214,000.00 - $356,000.00The exact Salary will be determined based on qualifications, experience and location.
If you need a reasonable accommodation for any part of the employment process, please contact us by email at usaccommodations@gf.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
An offer with GlobalFoundries is conditioned upon the successful completion of pre-employment conditions, as applicable, and subject to applicable laws and regulations.
GlobalFoundries is fully committed to equal opportunity in the workplace and believes that cultural diversity within the company enhances its business potential. GlobalFoundries goal of excellence in business necessitates the attraction and retention of highly qualified people. Artificial barriers and stereotypic biases detract from this objective and may be illegally discriminatory. All policies and processes which pertain to employees including recruitment, selection, training, utilization, promotion, compensation, benefits, extracurricular programs, and termination are created and implemented without regard to age, ethnicity, ancestry, color, marital status, medical condition, mental or physical disability, national origin, race, religion, political and/or third-party affiliation, sex, sexual orientation, gender identity or expression, veteran status, or any other characteristic or category specified by local, state or federal law