Global HR Business Partner GPG Semiconductors

Location:

Lenzburg, Aargau, Switzerland

Job ID:

R0148983

Date Posted:

2026-10-26

Company Name:

HITACHI ENERGY LTD

Profession (Job Category):

Human Resources

Job Schedule: 

Full time

Remote:

No

Job Description:

The opportunity

As Global HR Business Partner for our GPG Semiconductor business, you will be supporting a global organization across Switzerland, the Czech Republic, China, India, and the Philippines. This role sits within our Grid Integration Business Unit and you will be a member of both the Semiconductor Management Team and the wider Grid Integration HR Leadership Team.

This opportunity allows you to partner directly with the Global Business Group Leader to drive business growth, leadership development, organizational effectiveness, and talent outcomes.

The role offers a unique combination of strategic influence and operational impact, supporting a diverse workforce spanning manufacturing, R&D, engineering, supply chain, sales, and corporate functions. You will lead, coach and mentor a small team of direct and indirect reports.

For this highly visible HR leadership role, we are looking for an experienced HR professional that has ideally worked within complex manufacturing or industrial environments and has a strong track record in transformation and organizational development, and the ability to influence at all levels, from the shop floor to the executive team.

Our roles at Hitachi Energy are as hands on, as they are strategic and require a flexible mindset and can-do attitude to get the job done. 

How you'll make an impact  

• Strategy leadership: Set and implement relevant focus areas and actions in line with the Business Unit and Product Group / Function strategy, HR policies and guidelines. 

• Capability/Workforce Planning: Ensure people and organizational capabilities required in the mid-long term are understood and actioned. Apply HR Analytics data to understand key organizational dynamics, trends and issues and define and execute appropriate actions.

• Organizational Design & Developments: Implement the operating model and optimize organization structures and principles in line with group and global rules and standards, including the Hitachi Energy Job Structure. 

• Performance Management: Implement group and global business performance standards, KPIs, and targets to help build a high-performance culture in the organization.

• Skill development and Learning: Decide on competence actions to support business strategy in partnership with BU HR Team and Functions. Implement learning and development activities to build and improve technical and leadership competence in collaboration with the HR Talent team.

• Leadership Culture & Talent Management: Identifies and build talent bench strength together with the leaders in the organization. Utilizes Our Leadership Pillars and People360 to help drive culture and behavior by connecting our Behaviors for Scale.

• Standards and governance: Implement and ensure compliance with global and local standards, rules, tools, policies and processes related to operations/project execution.

• Drive recognition and reward programs for individuals and teams linked to the business priorities and C&B guidelines.

• Labor Relations: Partner with managers, union representatives and employees to understand current issues that can be supported or addressed through HR practices, processes, or policies.

• Data management: ensure all necessary data related to our employees are up to date and reflected in our IT systems.

Background  

• Proven years of Human Resource generalist experience, including experience in production environment, ideally gained in a global, multi-national matrix environment.

• Strong track record in transformation, organizational and talent development as well as capability building.

• Proven ability to effectively coach employees and manage complex and difficult issues.

• Strong problem solver with the ability to thrive in an ambiguous and rapidly changing environment and strong problem-solving ability.

• Excellent communicator and collaborator who leads by influence

• Strong data literacy with the ability to transform data into meaningful insights that drive business performance and decision-making

• Labor relations experience in a union environment is a plus.

• Fluent German and English are essential for this role.

Accessibility and reasonable accommodation

Qualified individuals with a disability may request a reasonable accommodation if you are unable or limited in your ability to use or access the Hitachi Energy career site as a result of your disability. You may request reasonable accommodations by completing a general inquiry form on our website. Please include your contact information and specific details about your required accommodation to support you during the job application process.

This is solely for job seekers with disabilities requiring accessibility assistance or an accommodation in the job application process. Messages left for other purposes will not receive a response.

Use of Al and automated tools in recruitment

As part of our recruitment process, Hitachi Energy uses digital and automated tools, including Al-supported solutions, to assist with activities such as application screening, job matching, and interview scheduling. These tools are designed to support our recruiters and do not replace human decision-making. Candidate data is processed in accordance with applicable data protection and employment laws as well as Hitachi's Global Data Privacy Notice.

Background Screening and Security Checks

As part of the hiring process, Hitachi Energy conducts pre-employment background checks that may include verification of employment history, education, criminal records, and other relevant information, in accordance with applicable laws.

For certain roles—particularly those involving access to sensitive information, financial responsibilities, client data, regulated environments, or security-sensitive functions—additional or more comprehensive background or security screenings may be required. These may include, but are not limited to, enhanced criminal history checks, credit history reviews (where legally permissible), sanctions screening, or other due diligence measures aligned with the responsibilities of the position.

The scope and depth of any background or security review will be determined based on the nature of the role and business necessity, and will always be conducted in compliance with applicable federal, state, and local laws. Candidates will be notified and, where required, asked to provide consent prior to the initiation of any such checks.