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

The Vice President, HR Business Partners (VP, HRBP) is a strategic leadership role responsible for aligning human resources strategies with business objectives across the organization. This role works directly with C-suite executives and leads a team of HR Business Partners and regional HR leaders who support executive leaders in driving performance, talent development, retention, employee engagement, organizational design, and other HR-related business initiatives. This is a full-time in office role based in Santa Clara, CA.

What You Can Expect

• Serve as a trusted advisor to senior executives, partnering on human capital strategies and planning, including overall employee engagement, attraction and retention.
• Lead and develop a high-performing team of global HR Business Partners with a focus on building HR BP capability for the future of work reimagined by AI tools.
• Drive strategic workforce planning, succession planning, and talent management programs and initiatives.
• Partner with COEs in Talent Acquisition, Total Rewards, and Learning & Development to provide voice of the business to the COE leaders as they shape future strategy and solutions.
• Partner with L&D leader and CHRO on executive talent management programs such as succession planning and talent review.
• Lead organizational change initiatives and support business transformation.
• Use data insights and metrics to guide decision-making and influencing.
• Champion a culture of inclusion, engagement, and high performance.
• Drive implementation and completion of corporate processes and programs.
• Represent the business in merger and acquisition activities.
• Participate in various corporate governance committees and project teams.

What We're Looking For

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree preferred).
• 15+ years of progressive HR leadership experience in fast-paced, global public companies, with at least 5 years in a senior HRBP or HR leadership role. Preference for someone who has experience in high-growth companies and leading at scale. Prior experience working in semiconductor industry preferred but not required.
• Proven experience advising, influencing and consulting with C-suite executives and driving business outcomes.
• Demonstrated experience leading organizational change, org design, employee engagement strategies, M&A integration
• High level of business acumen
• Exceptional leadership, communication, and interpersonal skills.
• Ability to manage complexity and lead through ambiguity.
• High level of agility and ability to thrive in a fast-paced, dynamic work environment.
• Strong knowledge of employment law, HR best practices, and organizational development.
• Ability to travel globally approximately 20% of the time

Success Factors:

Strategic Influence

• Ability to align HR strategy with business goals.
• Trusted advisor to the C-suite leaders.
• Drives organizational transformation and change management.

Talent Stewardship

• Builds a strong leadership pipeline.
• Champions internal mobility and succession planning.
• Attracts and retains top talent in competitive markets.

Data-Driven Decision Making

• Uses people analytics to guide strategy and measure impact.

Culture & Engagement Leadership

• Shapes and sustains a high-performance, inclusive culture. Leads initiatives that improve employee experience and belonging, such as Voice of the Employee survey action planning, employee listening and team health.

Operational Excellence

• Ensures HR processes are scalable, efficient, and compliant.
• Consistently questions, rethinks how things are done, leverages AI tools for productivity.

Change Agility

• Navigates ambiguity and leads through rapid growth, restructuring, or M&A.
• Builds organizational resilience and adaptability.

Executive Presence & Communication

• Communicates with clarity and confidence at all levels.
• Builds credibility and trust across diverse stakeholder groups.

Decision Quality

• Willingly makes tough decisions and tradeoffs for the good of the organization

• Requires that organization-level decisions be based on data and sound reasoning

Drives for Results

• Creates an organization that pushes forward, even in difficult circumstances.
• Eliminates obstacles that affect organizational performance
• Gets results that have a clear, positive and direct impact on the organization’s success

Additional Compensation and Benefit Elements

With competitive compensation and great benefits, you will enjoy our workstyle within an environment of shared collaboration, transparency, and inclusivity. We’re dedicated to giving our people the tools and resources they need to succeed in doing work that matters, and to grow and develop with us. For additional information on what it’s like to work at Marvell, visit our Careers page.

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.

Interview Integrity
 

As part of our commitment to fair and authentic hiring practices, we ask that candidates do not use AI tools (e.g., transcription apps, real-time answer generators like ChatGPT, CoPilot, or note-taking bots) during interviews.
 
Our interviews are designed to assess your personal experience, thought process, and communication skills in real-time. If a candidate uses such tools during an interview, they will be disqualified 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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