Human Resources Manager

Job Details:

Job Description: 

The Human Resources Manager provides end-to-end HR partnership to leaders and employees across the employee lifecycle. This role also carries embedded Employee and Workplace Relations responsibilities, including advising on workplace concerns, conducting fact-finding and investigations, coaching leaders through complex performance and conduct situations, and helping ensure consistent, compliant outcomes that support a respectful and productive workplace. The role partners closely with HR centers of excellence (e.g., Talent Acquisition, Total Rewards, Learning and Development), and Employment/Labor counsel and other stakeholders as needed, to strengthen manager capability, improve engagement, and continually improve policies, practices, and processes.

Key Responsibilities:

HR Business Partnership and Employee Lifecycle

• Partner with business leaders to deliver HR strategy and day-to-day HR guidance aligned to business goals and organizational health.
• Deliver core HR programs and processes (e.g., onboarding/offboarding, performance management, development planning, talent reviews, workforce planning support, and employee movement).
• Coach and enable managers on effective people leadership practices, including feedback, development, and difficult conversations.
• Support organizational changes (e.g., reorganizations, role changes, workforce transitions) by providing change-management guidance and ensuring HR processes and documentation are followed.
• Collaborate with HR centers of excellence and shared services to coordinate solutions and ensure a consistent employee experience.

Employee and Workplace Relations

• Serve as a primary advisor to leaders and employees on workplace concerns and employee relations matters, ensuring timely, consistent, and well-documented resolution.
• Develop and implement positive employee relations strategies that mitigate the risk of third-party intervention and maintain the direct relationship between employees and Intel.
• Lead and resolve complex employee relations cases (e.g., conduct, performance, conflict, retaliation and other concerns) by developing case strategy, partnering with relevant stakeholders, and documenting outcomes.
• Conduct and/or support workplace investigations and complaint resolution, including planning, interviews, evidence review, findings documentation, and recommendations for corrective action, coordinate with Legal, Security, Compliance, and other partners as appropriate.
• Apply HR policies and practices consistently; identify themes and opportunities to improve manager practices, employee experience, and workplace culture.
• Partner with Employment/Labor counsel on higher-risk matters and compliance considerations, including maintaining awareness of applicable employment laws and employee rights (e.g., National Labor Relations Act and related regulations).
• Support respectful and constructive employee communications by synthesizing feedback from surveys, listening mechanisms, and internal feedback channels; translate insights into recommendations and action plans.
• Develop and deliver manager and employee enablement (e.g., training, toolkits, communications) related to respectful workplace expectations, conflict management, policy understanding, and leader capability.
• Prepare concise summaries, risk assessments, and reports for HR and business leaders; contribute to newsletters or updates that communicate themes, actions taken, and available resources.
• Maintain accurate case files and documentation in accordance with record-retention and confidentiality requirements.
• Assess broader patterns and systemic issues; benchmark external trends and leading practices to inform updates to workplace policies, guidelines, and processes.

Insights, Analytics and Continuous Improvement

• Use qualitative and quantitative data (e.g., case themes, engagement feedback, attrition indicators) to inform priorities and recommendations.
• Identify process gaps and implement improvements to increase clarity, consistency, and efficiency in HR and employee relations workflows.
• Contribute to cross-functional projects that strengthen leader capability, policy adherence, and organizational effectiveness.

Core Competencies

• Judgment and integrity; maintains confidentiality and acts with discretion.
• Conflict resolution and problem solving; able to navigate ambiguity.
• Consultative influence; builds trust and partners effectively without authority.
• Clear written and verbal communication; able to craft executive-ready summaries.
• Program and stakeholder management; strong follow-through and attention to detail.
• Change agility; supports leaders and teams through transitions.

Qualifications:

You must possess the minimum qualifications to be initially considered for this position. Preferred qualifications are in addition to the minimum requirements and are considered a plus factor in identifying top candidates. This position is not eligible for Intel's immigration sponsorship.

Minimum Qualifications

• Bachelor’s degree in Human Resources, Industrial/Organizational Psychology, Business Administration, or a related field.
• 6+ years of progressive experience in HR Business Partnership, Employee Lifecycle, Employee and Workplace Relations.
• Experience partnering with Employment/Labor counsel on complex matters and supporting labor-management processes where applicable.
• Experience navigating union organizing campaigns from a proactive perspective
• Experience driving positive employee relations, including union campaign strategies, development, implementation and direct persuasion.
• Experience using employee listening mechanisms (e.g., surveys, focus groups, internal forums) to inform action planning and measure outcomes.

Preferred Qualifications

• HR certification (e.g., SHRM-CP/SHRM-SCP, PHR/SPHR) or equivalent demonstrated expertise.
• Experience with HR case management tools and HRIS systems.
• Demonstrated experience designing and delivering training plans and employee/leader communications.
• Experience supporting organizational design or change initiatives and executing HR roadmaps in partnership with business leaders.
• Demonstrated commitment to diversity, equity, inclusion, and respectful workplace culture.

          

Job Type:Experienced Hire

Shift:Shift 1 (United States of America)

Primary Location: US, Oregon, Hillsboro

Additional Locations:

Business group:Intel's Human Resources group is responsible for hiring, developing and retaining the best and brightest employees while continuing to strengthen the company's culture and values. Intel Human Resources provides first-rate, cost-effective services and support to employees worldwide and is dedicated to advancing Intel's business goals.

Posting Statement:All qualified applicants will receive consideration for employment without regard to race, color, religion, religious creed, sex, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, military and veteran status, marital status, pregnancy, gender, gender expression, gender identity, sexual orientation, or any other characteristic protected by local law, regulation, or ordinance.Position of TrustN/ABenefits

We offer a total compensation package that ranks among the best in the industry. It consists of competitive pay, stock bonuses, and benefit programs which include health, retirement, and vacation. Find out more about the benefits of working at Intel.

Annual Salary Range for jobs which could be performed in the US: $117,570.00-199,700.00 USD

The range displayed on this job posting reflects the minimum and maximum target compensation for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific compensation range for your preferred location during the hiring process.

Work Model for this Role

This role will be eligible for our hybrid work model which allows employees to split their time between working on-site at their assigned Intel site and off-site. * Job posting details (such as work model, location or time type) are subject to change.

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ADDITIONAL INFORMATION: Intel is committed to Responsible Business Alliance (RBA) compliance and ethical hiring practices. We do not charge any fees during our hiring process. Candidates should never be required to pay recruitment fees, medical examination fees, or any other charges as a condition of employment. If you are asked to pay any fees during our hiring process, please report this immediately to your recruiter.