Company Overview
KLA is a global leader in diversified electronics for the semiconductor manufacturing ecosystem. Virtually every electronic device in the world is produced using our technologies. No laptop, smartphone, wearable device, voice-controlled gadget, flexible screen, VR device or smart car would have made it into your hands without us. KLA invents systems and solutions for the manufacturing of wafers and reticles, integrated circuits, packaging, printed circuit boards and flat panel displays. The innovative ideas and devices that are advancing humanity all begin with inspiration, research and development. KLA focuses more than average on innovation and we invest 15% of sales back into R&D. Our expert teams of physicists, engineers, data scientists and problem-solvers work together with the worldâs leading technology providers to accelerate the delivery of tomorrowâs electronic devices. Life here is exciting and our teams thrive on tackling really hard problems. There is never a dull moment with us.Group/Division
The vision of KLAâs global human resources organization is to become a leader and partner to operating leadership in support of the companyâs efforts to achieve its strategic growth, customer and operating objectives through strategic talent management. Our mission is to enable the business, and leverage human resources to achieve short and long-term business objectives. Our primary areas of strategic focus include talent acquisition, individual and organizational assessment and development, performance management, inclusion and engagement, and rewards. The global HR organization includes HR business partners, learning and development, talent acquisition, compensation and benefits, employee communications, and HR system operations.Job Description/Preferred Qualifications
The AI HR Program Manager leads the strategy, governance, and execution of AI enablement within the HR function. As an HR subject-matter expert, this role serves as the internal driver on AI applications in HR while managing crossâfunctional HR programs that drive responsible adoption and measurable business value within the HR function.
The role partners closely with HR leaders, COEs, HR AI Champions IT, Legal, Privacy, and AI governance teams to ensure AI is applied safely, effectively, and consistently across HR, while supporting HRâs capability to lead AIâenabled change across the enterprise.
Key Responsibilities
HR AI Strategy & SubjectâMatter Expertise:
Serve as a HR subjectâmatter expert on AI, including generative AI, copilots, analytics, and AIâenabled HR platforms.
Support HR team members and HR AI Champions to translate enterprise AI strategy and governance into practical HR use cases, standards, and guidance.
Be a think-tank with HR leaders and COEs on where and how AI can augment HR work (e.g., talent acquisition, learning, workforce planning, employee listening, analytics).
Program & Portfolio Management:
Own and manage the HR AI roadmap, including pilots, scaled deployments, and continuous improvement initiatives.
Support the deployment of crossâfunctional AI programs from concept through adoption, coordinating HR, IT, vendors, Legal, Privacy, and Governance partners.
Track milestones, risks, dependencies, and outcomes to ensure timely, compliant delivery.
Adoption, Change & Enablement:
Drive adoption of approved AI tools within HR by embedding them into workflows, processes, and operating rhythms.
Partner with HR leaders to reinforce new ways of working, clarify expectations, and address adoption barriers.
Design and deliver targeted training and enablement for HR teams, building confidence, fluency, and responsible use of AI.
Responsible AI & Risk Management:
Embed responsible AI principles privacy, fairness, transparency, and human oversight into HR AI programs.
Ensure HR AI use aligns with enterprise policies, data standards, and regulatory requirements.
Act as a first point of escalation for HR AI risks, questions, and exceptions.
Measurement & Value Realization:
Partner with SVP of Talent to define success metrics for HR AI adoption (usage, efficiency, quality, trust, employee experience).
Monitor outcomes and translate insights into recommendations for leaders and program adjustments.
Share best practices, lessons learned, and reusable assets across HR.
Qualifications
Preferred:
Experience with enterprise HR platforms and AI features (e.g., Workday, Copilot, talent or analytics tools).
Familiarity with AI governance, privacy, and responsible AI practices.
Background in change management or learning enablement.
Experience operating in large, matrixed organizations.
10+ years of experience in HR, HR technology, people analytics, or workforce and culture building and transformation.
Demonstrated handsâon experience leading or enabling AI use in HR or peopleârelated contexts.
Key Capabilities & Behaviors:
Influence without authority: Builds trust and alignment across HR, IT, and governance teams.
Systems thinking: Understands how AI impacts HR processes, roles, skills, and decisions.
Pragmatic judgment: Balances innovation with risk, compliance, and employee trust.
Learning mindset: Continuously evolves expertise in a rapidly changing AI landscape.
Strong program management skills, including roadmap planning, collaboration, coordination, and execution with key partners.
Ability to translate sophisticated AI concepts into clear, practical guidance for HR leaders and practitioners.
Excellent communication and influencing skills across senior leaders and crossâfunctional teams within HR.
Minimum Qualifications
Bachelors Degree plus 12 years' experience; or Masters Degree plus 8 years' experience; or PhD plus 5 years' experience
Interns are eligible for some of the benefits listed. Our pay ranges are determined by role, level, and location. The range displayed reflects the pay for this position in the primary location identified in this posting. Actual pay depends on several factors, including state minimum pay wage rates, location, job-related skills, experience, and relevant education level or training. We are committed to complying with all applicable federal and state minimum wage requirements where applicable. If applicable, your recruiter can share more about the specific pay range for your preferred location during the hiring process.
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KLA is proud to be an Equal Opportunity Employer. We will ensure that qualified individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us at talent.acquisition@kla.com or at +1-408-352-2808 to request accommodation.
Be aware of potentially fraudulent job postings or suspicious recruiting activity by persons that are currently posing as KLA employees. KLA never asks for any financial compensation to be considered for an interview, to become an employee, or for equipment. Further, KLA does not work with any recruiters or third parties who charge such fees either directly or on behalf of KLA. Please ensure that you have searched KLAâs Careers websitefor legitimate job postings. KLA follows a recruiting process that involves multiple interviews in person or on video conferencing with our hiring managers.  If you are concerned that a communication, an interview, an offer of
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