Director, HR Business Partner

About Marvell

Marvell’s semiconductor solutions are the essential building blocks of the data infrastructure that connects our world. Across enterprise, cloud and AI, and carrier architectures, our innovative technology is enabling new possibilities. 

At Marvell, you can affect the arc of individual lives, lift the trajectory of entire industries, and fuel the transformative potential of tomorrow. For those looking to make their mark on purposeful and enduring innovation, above and beyond fleeting trends, Marvell is a place to thrive, learn, and lead. 

Your Team, Your Impact

Marvell is the most innovative company working in the semiconductor industry today and we are looking to hire the best of the best. We have an outstanding history of delivering next generation products that are revolutionizing the way the world works, and we’re looking for smart, talented, like-minded people to join us on the adventure. If you’re looking for an opportunity to have a tangible impact on the business that is growing and transforming, and thrive in a fast-paced, collaborative, innovative, data-driven, and results-oriented environment, then we want to talk with you!

The Director, HR Business Partner will provide strategic consultative support to executive leaders and their teams across multiple global functions within Marvell’s Operations organization. Core areas of focus include workforce planning, organizational design and effectiveness, talent management, leadership coaching, team development, and change management. This role develops talent strategies that enable business success in alignment with corporate and functional objectives, facilitates team assessments and interventions that drive high performance and organizational health, and delivers HR programs in partnership with the HR COE team.

What You Can Expect

Thought Leadership

• Build strong consultative relationships with senior executives and their organizations, serving as a trusted advisor and sounding board on all people-related matters.
• Translate business needs into impactful talent strategies and solutions, partnering with the HR team to drive implementation, measure success, and continuously improve.
• Serve as a thought leader on team performance, organizational design, and workforce effectiveness.

Talent Management

• Partner with client group leaders to align employee experience and performance with company culture and business objectives.
• Lead core talent processes including succession planning, talent reviews (9-box), top talent identification, career development, and performance management.
• Implement employee engagement initiatives that reinforce a high-performance culture aligned with Marvell’s values.

Change Management

• Lead, champion, and promote change initiatives — building employee and organizational commitment to transformation.

HR Program Delivery

• Partner with the HR COE team to deliver programs across performance management, compensation planning, recognition, career development, succession planning, and talent development.
• Define, review, and analyze business and HR metrics to identify trends and drive systemic improvements.

• Operational Excellence — exceptional planning, organizational, and execution skills; able to manage multiple priorities and deliver results with precision in a fast-moving environment.
• Trusted Advisor — quickly establishes credibility with leaders; viewed as a genuine business partner, leads healthy discussions to balanced decisions.
• Strategic Agility — thinks long-term while executing in the near-term; comfortable moving between vision and detail.
• Influence Without Authority — drives alignment and action across a global, matrixed organization.
• Data-Driven Decision Making — leverages analytics to inform strategy, measure impact, and build compelling business cases.
• Change Leadership — anticipates, shapes, and guides organizational change with empathy and discipline.
• Global Mindset — understands and navigates cultural and regional nuances across a diverse, international workforce.
• Integrity & Discretion — models and promotes the highest standards of ethical behavior and professional judgment.
• Results Orientation — demonstrates a sense of urgency and accountability; focused on tangible business impact.

What We're Looking For

• 12+ years in HR in a fast-paced global technology environment with career progression and 8+ years as an HR Business Partner supporting clients at the Executive level. 
• Bachelor’s degree in Human Resources, Business, or a related field.
• Strong business acumen with experience as an organizational leader; ability to connect people strategies to business outcomes.
• Exceptional analytical and conceptual thinking skills; able to support recommendations through data and analysis.
• Outstanding communication, listening, and interpersonal skills with a proven ability to build trust, credibility, and strong working relationships across all levels.
• Demonstrated ability to collaborate proactively with global HR teams and influence without authority to achieve business and organizational objectives.
• Proven experience managing global HR programs and projects with strong attention to detail and quality.
• Ability to drive change, set priorities, and remain flexible in a dynamic, highly matrixed environment.
• Knowledge and experience working and communicating across cultures; experience supporting global teams, including Singapore and Taiwan.
• Experience facilitating team effectiveness and/or organizational intervention sessions.
• Demonstrated ability to operate at both the strategic and tactical level with a high sense of urgency and a bias for action.
• Ability to travel, including internationally, approximately 10% of the time.

Expected Base Pay Range (USD)

166,880 - 250,000, $ per annum

The successful candidate’s starting base pay will be determined based on job-related skills, experience, qualifications, work location and market conditions. The expected base pay range for this role may be modified based on market conditions.

Additional Compensation and Benefit Elements 

Marvell is committed to providing exceptional, comprehensive benefits that support our employees at every stage - from internship to retirement and through life’s most important moments. Our offerings are built around four key pillars: financial well-being, family support, mental and physical health, and recognition. Highlights include an employee stock purchase plan with a 2-year look back, family support programs to help balance work and home life, robust mental health resources to prioritize emotional well-being, and a recognition and service awards to celebrate contributions and milestones. We look forward to sharing more with you during the interview process.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.

Any applicant who requires a reasonable accommodation during the selection process should contact Marvell HR Helpdesk at TAOps@marvell.com.

Interview Integrity 

To support fair and authentic hiring practices, candidates are not permitted to use AI tools (such as transcription apps, real-time answer generators like ChatGPT or Copilot, or automated note-taking bots) during interviews.

These tools must not be used to record, assist with, or enhance responses in any way. Our interviews are designed to evaluate your individual experience, thought process, and communication skills in real time. Use of AI tools without prior instruction from the interviewer will result in disqualification from the hiring process.

This position may require access to technology and/or software subject to U.S. export control laws and regulations, including the Export Administration Regulations (EAR). As such, applicants must be eligible to access export-controlled information as defined under applicable law. Marvell may be required to obtain export licensing approval from the U.S. Department of Commerce and/or the U.S. Department of State. Except for U.S. citizens, lawful permanent residents, or protected individuals as defined by 8 U.S.C. 1324b(a)(3), all applicants may be subject to an export license review process prior to employment.

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