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Job Description ​Business Partnership competencies Business Acumen Develops and Uses Knowledge About Business and “The Business” Business Keeps well informed on global industry trends. Quickly assesses the implications of a changing market environment. Uses knowledge of industry drivers to provide insight on key business decisions. Displays a depth of understanding. Applies Business Perspective to Business Objectives Creates new local group business objectives in response to changing market conditions. Regularly influences business decisions through application of principle concepts. Organization Savvy Organizational Agility- Proactively leverages the decision-making process Easily extracts relevant issues from the “noisy” environment; knows who the players are in any decision. Earns respect through his/her actions in difficult situations Escalates- Knows what to escalate and to whom Selectively escalates; provides guidance on escalated issues from others Reads the System- Effectively maneuvers through increasingly complex organizational environments Understands key decision-maker motivations and group dynamics. Recognizes organizational barriers or hostile organizational behaviors and adjusts his/her style accordingly Partnering Contributes to Business Direction and Decision Making Contributes to the development of strategic objectives and drives tactical objectives. Proactively supports diversity of thought with business partners. Is treated as a full business partner in business decisions with director/ GM. Contributes the Finance and other business functions perspective to business discussions; is listened to; is relevant Builds Professional Relationships Identifies partnership limiters across the broader work group, creates action plans to improve, and executes to them. Builds credibility with global business partners through cultural awareness including seeking and offering diversity of thought to foster inclusion and better business results. Creates Productive Performance Tension Creates performance tension by setting challenging goals for the work group. Engages the Customer While Maintaining Objectivity Anticipates customers’ needs; proactively delivers what is needed to run the business. Asks the tough questions that need to be asked while maintaining a commitment to business objectives. Advises business partners on risk management Influence Uses Effective Influence Strategy Anticipates controversies and knows how to defuse. Skillfully navigates around obstacles. Understands that influencing decisions and senior leadership involves influencing key leaders across the organization. Effectively Persuades Using Data, Logic and Insight Achieves results in extemporaneous situations. Drives closure on issues, defines the path for future actions. Is considered a key player in decision-making. Engages key players to help make the best decision. Is effective in influencing all decision making styles. Tests assumptions and validates or refutes them. Deals Comfortably with Senior Managers Frames issues for senior manager disposition with crispness and conciseness. Handles tough questions directly and positively. Networked Builds Positive, Productive, and Lasting Relationships Utilizes or leverages peers to gather constructive input. Forms reciprocal relationships with peers. Leverages Network Pulses the relevant experts to gather multiple opinions and discovers opposing views. Efficiently uses his/her network to stay current on the existing organization and broader Micron objectives. Collaboration Looks to build processes and analytics to encourage not discourage collaboration. Identifies gaps in goal alignment and works to align goals. Plans projects to utilize collaboration including plans to overcome barriers to success and opportunities to get diverse viewpoints that will support innovative ideas. Influences corporate strategies though collaborative efforts and diversity of thought to achieve innovation and enhanced results. Challenges finance leadership on instances where we are not effectively collaborating and/or leveraging diversity of thought. Sets tone through actions which show that collaboration and diversity of thought are advantages. Recognizes and rewards good collaboration and diversity of thought. Leads by example and role models collaboration with diversity of thought to achieve innovative business results. Leverages technology within job scope to increase collaboration. Develops tools and competencies in work group or team to accelerate sharing and partnership. Uses collaboration and diversity of thought to drive faster results within job scope. Effectively adapts engagement model to accelerate collection and analysis of shared data People Manage Team Member Performance and Development Coach and provide career development Identify strengths and create specific development plan according to evaluated need Establish goals and conduct performance appraisals Provide recognition and drive accountability Coordinate systems and process training opportunities

Micron’s vision is to transform how the world uses information to enrich life for all. Micron has the unique ability to innovate both in the areas of the media and the end solutions, providing customers with the highest level of confidence in performance, features and quality. The Global Quality team is a cornerstone of Micron’s reputation as a worldwide leader in the semiconductor industry. We ensure Micron’s products are of the highest quality, meeting and exceeding customer expectations. We are looking for a senior leader to be a part of this innovation and drive customer technical engagements in high performance memory segment. This role will lead a team of customer quality engineers located globally, interact with customers, senior and executive management building excellent technical partnerships and strategy setting for the team delivering on key customer quality engagements. This position is based in MTB(Taichung), Taiwan.

As the Director, Leadership Team Member Development for APAC at Micron Technology, your opportunity is to lead a global team to include the collaborative design, development, implementation, and evaluation of global leadership and team member development solutions. Your immediate focus will be on strategy development, evolution, program sustainment, enhancement, creation, facilitation, coaching, and the evaluation of results. Using your unique capabilities and experience, you will: Lead and manage a global team supporting the NORTHERN APAC region of Micron, inclusive of Japan, Taiwan and China – while still integrating and working with all regions and locations across Micron Provide a balance of enterprise solutions in partnership with global/local SMEs to ensure content is culturally relevant and impactful across regions Act as a custodian of Micron’s leadership team member development strategy and reinforcing its global activation through partnership with key stakeholders and partners from industry Partner with executives, key stakeholders, leaders and Global Business Partners to assess needs, manage change and drive advocacy of leadership team member development globally Translate strategic priorities into leadership team member development initiatives or interventions Initiate and support globally diverse and agile teams to identify improvement opportunities aligned to overall leadership team member development efforts. Lead communication strategies for leadership team member development efforts globally Support executive team development via leadership team member development through coaching, interventions, strategy development other initiatives co-created with business leaders. Conduct external research and benchmarking to ensure strategy, content and delivery models are positioned to deliver best-in-class results Integrate leading practices in social and collaborative learning methods to improve program impact, build and sustain learning communities and drive continuous learning across Micron leadership Collaborating with Micron Business Units (BUs), Functions and external partners to share best practices and drive human innovation Defining prioritized annual objectives complete with action plans, resourcing models, milestones and metrics of success Lead, facilitate and manage the leadership team member development programs along with other executive related development support Facilitate programs as needed Coach and develop of managers, leaders, and team members Develop measures, benchmarks, or scorecards to assess the effectiveness of leadership development efforts applying these measures to drive progress in talent management and retention Consistently assess and measure training and development programs to ensure they are relevant to the needs of the changing business