Context
Acts as business partner for a number of departments or a large, diverse and independent department /business area with significant senior management population (11+) and/or highly diverse or global scope.
Member of department/business area Staff MT. Senior management stakeholder typically up to level 13/14 leader.
Works with freedom to determine how the agreed objectives are to be achieved.
Short term people related activities (less than 1 year).
Requirements
Independent business partner. Knowledgeable in all HR functional areas. Strong emphasis on independence, ability to manage complexity and leadership development.
Responsibilities
People Strategy and Agenda
Contributes to People agenda for the sector/function and translates to planning for own group. Sets and drives tactical people agenda for subfunction or integration needed to set tactical plan.
Implements, communicates and ensures adherence to HR policies, monitoring compliance and handles compliancy issues. Interprets and guides application of policies to own area and advise business on the application.
Recommends changes to HR policy/process owners on HR policies and processes that would improve support for the business.
Workforce / People Plan
Facilitates People Plan process and work closely with the business to implement.
HR Process, Projects & Programs
Builds the knowledge of the business managers and employees in implementing HR core processes, and roll-out of global/sector/country programs or policy deployment driven by HR or business.
Participates or possibly leading HR projects on Country/Sector/ Functional level. Structurally interacts with peers on Global level.
Workforce and Talent Management
Creates, delivers & connects HR interventions tailored to unique business needs, with a mid-term outlook. Integrates business challenges with HR solutions, and vice versa. Closely aligns with HR Expertise and People Services ensuring co-created fit-for-purpose solutions within the boundaries of the HR global framework.
Team, Leadership and Employee Development
Acts as sparring partner for management teams, including their personal leadership. Uses the ASML development framework to identify the team's development needs.
Coaches managers and key individuals on the right behaviors, improve performance and fulfill personal potential.
Is advanced in team facilitation: create and drive a full team development journey and capable to intervene independently in dysfunctional teams.
Organization Design & Change Management
Manages workstreams or small projects within a transformational change program, ensuring integration with related projects, builds acceptance of change and embed desired culture and behaviors.
HR Data Analytics and Insights
Investigates hypotheses using HR data; identifies key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.
Internal Stakeholder Relationship Management
Effectively manage internal stakeholders to build effective working relationships and providing high-quality professional services to support in delivering business strategy and plans.
Employee Relations Case Management
Investigates, documents and make recommendations for complex Employee Relations cases (individual and/or collective). in liaison with line managers and close alignment with ER (if applicable), Legal & Compliance team. Contributes to the preparation of legal submissions and ensure all parties complete casework accurately and within deadlines.
Ensure compliance with ASML Policies and local regulations.
ASML is an Equal Opportunity Employer that values and respects the importance of a diverse and inclusive workforce. It is the policy of the company to recruit, hire, train and promote persons in all job titles without regard to race, color, religion, sex, age, national origin, veteran status, disability, sexual orientation, or gender identity. We recognize that inclusion and diversity is a driving force in the success of our company.
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ASML Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about ASML and has not been reviewed or approved by ASML.
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Healthcare Strength — Health coverage is broad and employer‑funded to a significant degree, with multiple plan options plus mental health and wellness resources. Complementary offerings like onsite/virtual care, HSA contributions, and a gym subsidy strengthen the overall medical package.
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Parental & Family Support — Family‑forming benefits include paid parental leave, adoption assistance, IVF coverage, and practical supports like lactation rooms and milk‑shipment for travel. These provisions indicate substantial caregiving support across life stages.
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Leave & Time Off Breadth — Paid time off can reach a high ceiling when combining vacation and company holidays, with accruals increasing by tenure. Flexible workplace policies and a vacation sell‑back option add usability to the time‑off program.
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What We Do
ASML is a high-tech company, headquartered in the Netherlands. We manufacture the complex lithography machines that chipmakers use to produce integrated circuits, or computer chips. Over 30 years, we have grown from a small startup into a multinational company with over 60 locations across Europe, Asia and the US. Behind ASML’s innovations are engineers who think ahead. The people who work at our company include some of the most creative minds in physics, electrical engineering, mathematics, chemistry, mechatronics, optics, mechanical engineering, computer science and software engineering. Because ASML spends more than €2 billion per year on R&D, our teams have the freedom, support and resources to experiment, test and push the boundaries of technology. They work in close-knit, multidisciplinary teams, listening to and learning from each other.
