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About Us We are a profitable and growing company, originating in Silicon Valley and now headquartered in Taiwan. We combine intuitive design with Creative AI tech to create inspiring products for millions of people worldwide.We offer a fun, creative, and international workplace with competitive compensation, stock options, flexible hybrid work, free lunch, and more.Ready to make a big impact with a talented team? Come create with us. About The Role We’re looking for a Sr. People Ops Manager who can work closely with team leads to shape the organization, support managers in growing their management capability, and handle people topics and challenges in an effective and thoughtful way. This role requires building trust with the team while balancing the needs of both employees and management. What You'll Do Partner with Leaders on Team Structure PerformanceWork closely with directors managers on org design, team structure, and role clarity as teams evolve.Support performance management: feedback, development, and difficult calls when needed.Spot cross-team patterns or gaps and turn them into actionable improvements (process, roles, common bottlenecks).Navigate Complex People ChallengesBe the go-to person for addressing sensitive, high-stakes people situations.Coach managers through interpersonal dynamics, conflict, and performance risk with sound judgment.Drive resolution across functions, balancing empathy with business needs and long-term team health.Coach Managers to Build Accountable TeamsShift from traditional “people management” to strong, consistent leadership behaviors.Coach mid-level leaders to build high-trust, high-accountability teams with clear expectations.Help managers turn differences into productive collaboration (healthy debate, fewer silos, faster decisions).Organizational Mediation AlignmentFacilitate alignment across domains when priorities, trade-offs, or tensions arise.Translate vague friction into clear problem statements, root causes, and actionable steps that make the workplace better for everyone.Act as a connector across teams to ensure alignment while preserving nuance and context.Policy Compliance (Taiwan Labor Law)Maintain and evolve people policies aligned with Taiwan labor regulations and company practices.Advise management on policy interpretation and real-world application (consistent, fair, people-first).Balance compliance, risk, and practicality to support good decisions and a healthy employee experience.

1. 依公司發展方向，協助各事業單位凝聚策略目標：人力資源專案規劃、人事規章制度修訂、溝通及推展等，有效落實各項政策執行。2. 依年度重點策略，規劃公司及事業單位，推動各項策略人資專案：策略性人才發展專案、勞資會議、職工福利委員會等。3. 與各事業單位建立互信的策略夥伴關係，提供人力資源諮詢服務。4. 跨部門協調合作，推動完整的內部人力資源及行政制度。5. 其他主管交辦事項。

Introduction tothejobAs a member of the regional Operational Excellence team, you play a vital role in driving the standardization, simplification, automation, and enhancement of HR and work processes. You convert updated or new procedures into practical knowledge base materials and executable actions. By partnering with specialized teams, you help to build expertise and escalate complex issues for further clarification. You leverage trend data analysis to craft compelling narratives and support decisions with data-driven insights.You proactively contribute to team goals by challenging stakeholders, prioritizing departmental objectives, and maintaining open, effective communication.Fluent in English.RequirementsHas relevant experience in HR Services roles, with comprehensive knowledge of local HR processes, systems, and policies. Experienced in project management, capable of running small projects with internal stakeholders. Possesses strong data reporting and analytics skills, able to generate actionable insights from diverse data sources and apply appropriate analytical methods. Skilled in analyzing and detecting deviations, integrating feedback and needs from multiple sources. Preferably knowledgeable about process management methods and techniques with good communication skills to support changes landing to the team.ResponsibilitiesOperational ExcellenceInitiate and implement continuous improvements from different perspectives: standardization, simplification, automation, and efficiency improvements.Process ImprovementsContinuously updates personal knowledge and skills within the domain, ensuring that the knowledge database (handbook, instructions, etc.) remains current. Identifies opportunities for customer-centric improvements and takes part in improvement projects.ProjectsIndependently runs and owns projects within the Tier structure, defining and achieving milestones using project management methodology, and maintaining end-to-end responsibility.Education and experienceMaster’s or Bachelor’s degree in Business, Human Resources, or a related field.Inclusion and diversityASML 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.Need to know more about applying for a job at ASML? Read our frequently asked questions.

Position Summary The Senior Recruitment Coordinator is a mid-level role at the heart of Inline’s talent acquisition process. You will own the recruiting flow across several teams. This is primarily a coordination and screening role. The right person is highly organized, a strong communicator in both Mandarin and English, and takes genuine pride in delivering a great candidate experience. The level and title will depend on your experience. Key Responsibilities Candidate EvaluationResume review: Screen inbound applications against role requirements and pass qualified candidates forward with clear notes for the hiring manager.Phone screening: Lead initial screening calls to evaluate core competencies, cultural alignment, and role motivation. Provide hiring managers with high-quality candidate summaries and recommendations.Strategic Headhunting: Directly engage potential candidates through targeted outreach and networking. Partner with and manage headhunters, ensuring contract negotiations and a deep understanding of our hiring needs. Candidate Experience CommunicationPrimary candidate contact: Serve as the main point of contact for candidates throughout the interview process, providing timely updates, clear communication, and a consistently professional and engaging experience.Interview scheduling: Own end-to-end scheduling of all interviews, coordinating across candidates, interviewers, and hiring managers with accuracy and responsiveness.Hiring manager support: Proactively communicate with hiring managers and interviewers to confirm availability, distribute interview materials, and ensure timely submission of feedback to maintain process momentum. Operations ProcessATS integrity: Maintain accuracy and completeness of all candidate data, interview schedules, and feedback records within the ATS(Applicant Tracking System) to drive efficient recruitment workflows and reporting.Process improvement: Identify and optimize recruitment workflows to enhance efficiency and scalability as the company grows. What This Role Is Not While this position sits within the People Operations team, its primary mandate is recruitment coordination and talent assessment rather than internal employment administration.

ContextActs 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).RequirementsIndependent business partner. Knowledgeable in all HR functional areas. Strong emphasis on independence, ability to manage complexity and leadership development.ResponsibilitiesPeople Strategy and AgendaContributes 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 PlanFacilitates People Plan process and work closely with the business to implement.HR Process, Projects ProgramsBuilds 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 ManagementCreates, 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 DevelopmentActs 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 fulfillpersonal 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 ManagementManages 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 InsightsInvestigates 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 ManagementEffectively 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 ManagementInvestigates, 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.Inclusion and diversityASML 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.Need to know more about applying for a job at ASML? Read our frequently asked questions.

RequirementsHas specialized knowledge of TA methods, techniques and processes with good knowledge of the theoretical background and knows how to utilize this knowledge based on experience in one area.Applies adequate knowledge of methods, techniques and processes, and contribute to develop new methods, and with profound knowledge of the theoretical background.Able to collaborate with and influence other actors and senior stakeholders in process and to collaborate in setting up annual recruitment plan.Thorough understanding of talent acquisition tools and context.ResponsibilitiesSelection offerEngages with hiring managers to clarify the scope of the role, develops a role profile, and creates a candidate specification.Creates candidate and recruitment agency briefings to attract high-quality candidates.Prepares and provide job offers to candidates. Provides consultation to candidates withmore complex rewards components within broadly defined procedures e.g.Internationals.Executes assessment requests and advises on available assessments tools and their appropriate use.Signals gaps in selection process and tools and recommends and contributes to improvements.Mentors team members in preparing and providing offers in alignment with ASML policy and with great care for candidate experience.Labor market insightsPerforms labor market analysis and sourcing channel analysis to be able to activate the right channels and connect this to the overall HR TA strategy and people plan to ensure meeting the business need.Recruitment MarketingInitiates the creation of recruitment campaigns based on the recruitment plan in collaboration with Employer Branding.Analyzes the characteristics of key candidate target groups.Proposes channel and media selections and messaging content, design events, drafts communications content and agency briefings when applicable.Writes job postings that align with company branding guidelines and initiates improvements.Effectively tells the ASML story (brand ambassador). Identifies candidate motivators and aligns with ASML overall and position specific value propositions.Source ScreenContributes to developing sourcing strategies, analyzes and learns from data/activity and apply learnings to develop new job specific customized sourcing strategies to execute.Reviews pre-screened or sourced candidates by (junior) team member for assigned portfolio and accepts them into shortlist.Conducts pre-screening for senior management and executive roles.Builds talent pools for future hires.Organizes sourcing function and capacity in alignment with recruitment plan to deliver on business demand.Candidate ExperienceProvides candidate care towards final candidate(s) in preparation for assessments and final round interviews to ensure a great candidate experience and advise hiring managers.Develops and challenges candidate journey and experience practices based on data, recruitment plan and labor market knowledge.Drives offer negotiation discussions that adhere to a great candidate experience when applicable.Annual Recruitment PlanCo-creates, implements, drives and tracks annual recruitment plan for specific business area(s).Mentors team members in understanding and following annual recruitment plan work instructions and templates.Inclusion and diversityASML 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.Need to know more about applying for a job at ASML? Read our frequently asked questions.

1.提供人力資源管理諮詢及專業協助，推動人力行政運作業務並提昇人力資源管理效能2.深化組織觀察與人力資源管理諮詢回饋與建議3.收集客戶聲音與回饋，充分瞭解客戶需求，提供適當之回應與協助4.建立廠區Account完整服務網,提昇服務滿意度5.落實行政宣導、行政溝通等，以利行政業務順利運作6.配合廠內其他功能性管理活動,跨單位之協調溝通

Partner closely with hiring managers and stakeholders to design and implement the full cycle recruitment process and bring the best talents on boardCollaborate and work closely with stakeholders from various departments within the organization to understand the different business functions/needs and execute the recruitment processCustomize creative methods to optimize the process of sourcing, screening, and selection of ideal talents through various platformsDesign and implement initiatives to engage and attract both active and passive candidatesManage and maintain the recruiting pipeline including determining resources status and needs, coordinating recruiting events and sourcing activities, assessing, and managing referral processes with internal stakeholdersCollaborate with team members in various initiatives in the enhancement of performance and employer branding in various areasLeverage creative solutions to implement other HR initiatives and projects in other areasEnsure accuracy and availability of records and reports concerning all phases of recruitment and HR systemsControl HR admin tasks such as checking personal documents of staff and preparing for onboarding  Assist the Recruitment Team as necessary and undertake other tasks and projects that may be assigned from time to time

Design and deliver high-impact, customized learning programs that build critical business and leadership capabilities. Partner closely with business leaders and SMEs to translate operational expertise into practical, experiential, and outcome-driven learning solutions.Lead end-to-end design of customized training programs aligned with business priorities.Translate capability gaps into structured learning journeys with clear objectives and measurable outcomes.Collaborate with SMEs and department heads to co-create new functional training content.Develop practical learning tools (case studies, simulations, role-plays, action learning projects).Facilitate engaging, application-focused training sessions (not theory-heavy delivery).Define success metrics and evaluate training effectiveness beyond satisfaction scores.Conduct field immersion to ensure content reflects real operational challenges 

This position is expected to serve as a trusted HR partner to assigned business teams, working closely with business leaders to drive the peoples agenda, enhance employee experience, and support organizational effectiveness. The job scope includes, but is not limited to:Assist business leader in following areas: career planning, performance management, employee relations, learning and development, recognition programs, and strategic developmentPartner with hiring managers and recruitment team to fulfill hiring needs and support onboarding processes to ensure smooth employee integrationIdentify training and development needs and coordinate learning initiativesProvide employees with information on various people-related topics such as leaves, compensation, benefits, policies, off-boarding,...Operational guidance and support to help identify, prevent, mitigate, and resolve people-related issues that may arise.Establish effective communication channels to ensure the smooth information flow and employee engagementMaintain accurate employee data and HR documentation and ensure compliance with local labor laws and company policiesSupport HR initiatives, projects, and process improvementsOther tasks as assigned by the employer from time to time.