HR Business Partner


San Diego, CA, US

pSemi Corporation is a Murata company driving semiconductor integration. pSemi builds on Peregrine Semiconductor’s 30-year legacy of technology advancements and strong IP portfolio but with a new mission—to enhance Murata’s world-class capabilities with high-performance semiconductors. With a strong foundation in RF integration, pSemi’s product portfolio now spans power management, connected sensors, optical transceivers, antenna tuning and RF frontends. These intelligent and efficient semiconductors enable advanced modules for smartphones, base stations, personal computers, electric vehicles, data centers, IoT devices and healthcare. From headquarters in San Diego and offices around the world, pSemi’s team explores new ways to make electronics for the connected world smaller, thinner, faster and better.

Job Summary

As a strategic partner, the   HR Business Partner (HRBP) aligns business objectives with employees and management in designated business units and functions. The HRBP serves as a consultant to management on Human Resource related issues.  A successful HRBP will act as a business and employee champion and change agent. The   HRBP will assess, develop, and implement HR strategies that result in the improvement of the organization’s performance. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. This position reports to the Senior Manager, HR Business Partner and has no direct reports.


Roles & Responsibilities

This position has responsibility for:

  • Conducts routine meetings with respective managers and leaders to build collaborative, trusting and credible relationships.
  • Anticipates, predicts and diagnoses business conditions, which may have underlying HR issues or ramifications.
  • Analyzes trends and metrics in order to understand root causes in order to develop sustainable, long-term solutions, programs and policies.
  • Consults with line management providing HR guidance when appropriate.
  • Manages and resolves challenging employee relations issues. Conducts effective, thorough and objective investigations.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal counsel as needed/required.
  • Provides performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
  • Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
  • Provides HR Policy guidance and interpretation to all levels of employee groups.
  • Provides guidance and input on business unit restructures, workforce planning, and succession planning, and coordinates with HR team members to ensure optimal business decisions and outcomes.
  • In collaboration with Compensation, interprets and analyzes market survey compensation data and turns that data into information that can be used effectively by business leaders.
  • Other duties as assigned.


Competency Requirements

In order to perform the job successfully, an individual should demonstrate the following knowledge, skills and competencies:


  • Displaying Technical Expertise - Keeps his/her technical skills current; effectively applies specialized knowledge and skills to perform work tasks; understands and masters the technical skills, knowledge, and tasks associated with his/her job; shares technical expertise with others.
  • Solving Complex Problems - Breaks down large problems into smaller, more manageable components; identifies key factors that influence the viability of different solutions; clarifies information needed to solve problems.
  • Navigating Organizations - Understands how work gets done in organizations; builds networks that allow him/her to efficiently drive projects through the organizational structure; maximizes productivity while staying within constraints of formal organizational policies and rules.
  • Resolving Conflict - Builds consensus across individuals with different viewpoints; helps people find common goals and interests; finds mutually agreeable solutions to problems; addresses conflicts so they do not escalate into more major problems.
  • Supporting Change - Enthusiastically participates in new change initiatives and programs; focuses on reasons why changes will work and how they will be beneficial.


Minimum Qualifications (Experience and Skills)

  • Minimum of 5 to 7 years of progressive experience in HR, with at least two years of experience in a strategic HR business partner role.
  • Expert knowledge of multiple human resource disciplines including compensation practices, benefits, HRIS, ATS, organizational diagnosis, employee relations, performance management, federal and multi-state employment laws. 
  • Intermediate level experience developing and presenting human resources data for management decision-making.
  • Up-to-date knowledge of industry trends in both the business sector(s) and human resources. 
  • Knowledgeable of compensation and incentive programs and total reward strategies.
  • Proven organizational consulting skills.


Preferred Qualifications

  • Relevant industry experience in semiconductor or technology preferred.
  • Ability to communicate effectively with clients.
  • Be flexible and available to interact with employees at all levels.
  • Excellent client management and business literacy skills.
  • Be self- directed and motivated.
  • Take initiative to identify and anticipate client needs and make recommendations for implementation.
  • PHR/SPHR, CA, or other HR Certification desirable.


Education Requirements

  • Bachelor’s degree in related HR or related field.


Work Environment

This job operates in a professional office environment. This role routinely uses standard office equipment.


Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to stand; walk; use hands to finger, handle or feel; and reach with hands and arms. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. This position requires the ability to occasionally lift office products and supplies, up to 20 pounds.

Minimum Salary: $83,894.57
Maximum Salary: $117,460.45

pSemi Corporation supports a diverse workforce and is committed to a policy of equal employment opportunity for applicants and employees. pSemi does not discriminate on the basis of age, race, color, religion (including religious dress and grooming practices), sex/gender (including pregnancy, childbirth, or related medical conditions or breastfeeding), gender identity, gender expression, genetic information, national origin (including language use restrictions and possession of a driver’s license issued under Vehicle Code section 12801.9), ancestry, physical or mental disability, legally-protected medical condition, military or veteran status (including “protected veterans” under applicable affirmative action laws), marital status, sexual orientation, or any other basis protected by local, state or federal laws applicable to the Company. pSemi also prohibits discrimination based on the perception that an employee or applicant has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics.

Note: The Peregrine Semiconductor name, Peregrine Semiconductor logo and UltraCMOS are registered trademarks and the pSemi name, pSemi logo, HaRP and DuNE are trademarks of pSemi Corporation in the U.S. and other countries. All other trademarks are the property of their respective companies. pSemi products are protected under one or more of the following U.S. Patents:

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Nearest Major Market: San Diego