Director of Talent Development & Agentic Learning

Join UCT and be part of the fastest-growing sector in the world! We indirectly touch every semiconductor chip that goes into every smartphone, smart car, and device that uses artificial intelligence. This is a critical time for the semiconductor industry and for UCT - as technology evolves, we evolve with it. UCT is a diverse workplace where every talented employee is committed to continuous innovation, challenging the status quo and exceeding customer expectations. If you are a person with a relentless drive to succeed, a strong focus on quality with a passion for success – join us today!  

UCT is looking for a talented Director of Talent Development & Agentic Learning to join us in Austin, TX or Phoenix, AZ!

The Global Director of Talent Development and Agentic Learning is the strategic visionary for UCT’s long-term human capital health. You will act as a high-level advisor to the C-suite, ensuring our workforce strategy is perfectly aligned with our 3-to-5-year business objectives. Your goal is to ensure that as UCT scales, our leadership pipeline is deep, our culture is highly performing, and UCT’s talent remains a competitive advantage. This is done through close collaboration with the Global HR Business Partner (HRBP) team, leading a small but mighty Global Talent Development team, leveraging the learning tech stack supplemented though agentic learning. You will also possess a forward-thinking mindset, an appreciation for the transformative potential of AI and automation, and a passion for creating impactful programs that empower employees and position the organization for long-term growth.

Duties and Responsibilities:

Core Responsibilities

1. Enterprise Talent Strategy

• Talent Roadmap: Create and own the multi-year vision for talent, identifying the skills and capabilities the organization will need years before they are required.
• Organizational Design: Partner with executive leadership and the HRBP team to identify how the company must evolve structurally to support global expansion or new business units.
• Culture Stewardship: Define and embed the core behaviors that drive our high-performance culture across all global regions.

2. Succession Planning & Key Leadership Readiness

• C-Suite & VP Pipeline: Lead the formal succession review process for the CHRO and the Executive Leadership Team, identifying "Key-Person Risks" and preparing the next generation of executives.
• Executive Coaching: Provide or source high-level coaching for senior leaders to improve emotional intelligence, strategic thinking, and change management capabilities.
• Leadership Competency: Establish universal standards for what "Leadership" looks like at UCT to ensure consistency in how leaders are assessed and promoted.

3. Internal Mobility & Talent Marketplaces

• Career Ecosystems: Design the systems that allow for fluid "Talent Marketplaces," enabling high performers to move across departments to expand their skill sets and improve retention.
• Diversity & Equity: Partner with HRBs and Leadership to ensure that development pathways are inclusive by design, removing systemic bias from promotion and high-potential identification processes.

4. Fiscal Strategy & People Analytics

• Budget Oversight: Manage the global Talent Development budget, ensuring a high ROI on investments in people, tech and external partnerships.
• Data-Driven Insights: Use predictive analytics to monitor "Regrettable Attrition" and talent readiness, presenting regular "Talent Health" reports to the CHRO and C-Suite.

5. Talent Tech & Analytics

• LMS Ownership: Act as the primary owner of our Learning Management System (LMS), and/or relevant Human Capital Management (HCM) modules to ensuring high engagement and clean data integration with HRIS.
• ROI Tracking: Measure the effectiveness of all programs through the Kirkpatrick Model (Reaction, Learning, Behavior, and Results).
• Artificial Learning: Identify, and collaborate with Information Technology, HRIS and L&OD teams to design and implement AI robots and agents.

6. Change Management and Communications

• Change Management: Drive global change management using influence to coordinate positive cultural and programmatic development.
• Communications: Develop close relationship with Corporate Communications to support change and program initiatives.

Knowledge, Skills, Experience:

1.Skills:

• Succession Planning & Pipeline Mapping.
• Exceptional Presentation, Teaching and Facilitation.
• Executive Coaching.
• Data Translation and Interpretation.
• Vendor Management & Contract Negotiation.

2. Knowledge:

• Organizational Development
• Strategic Talent Technology – LMS, LXP, HCM, AI
• Adult Learning Theory (Advanced)

3. Abilities:

Executive Presence: The ability to command a room of C-suite executives and present to the Board of Directors with confidence and clarity.

• Systems Thinking
• Change Management Agility
• Ethical Judgment

Education, Certifications, Requirements:

• Experience: 10–12+ years in Talent Development, HR Strategy, or Management Consulting, with a proven track record of leading the talent function in a global or high-growth environment.
• Education: Master’s degree in Industrial-Organizational Psychology, Organization Development, Workforce Development, MBA, or equivalent and relevant experience.
• Executive Presence: Deep experience presenting to and influencing, senior leadership, C-level executives and Board of Directors.
• Change Management: Proven ability to lead organizations through significant transformations, such as mergers, acquisitions, or rapid scaling.
• Tech & Application Expertise: Proven experience in the strategic oversight and vendor management of enterprise-level LMS/LXP platforms and/or relevant HCM applications. SAP SuccessFactors and SkillSoft Percipio or similar systems required.
• Travel: Up to 25%+ travel, international and domestic US.

Success Metrics (KPIs):

• Bench Strength: The percentage of critical leadership roles with at least two "Ready Now" or "Ready in 1 Year" successors.
• High-Potential Retention: Collaborate with HRBPs to maintain a significantly lower attrition rate among top-tier talent compared to the company average.
• Internal Fill Rate (Senior Leadership): Collaborating with ELT and HRBPs to successfully fill 70%+ of VP and Senior Director roles from within the organization.

Physical Demands:

• Prolonged sitting (office) and standing (classroom).
• May need to be able to lift up to 25lbs (suitcase)
• Cleanroom attire during cleanroom visits, less than 1%.

Ultra Clean Technology is proud to be an equal-opportunity employer. We are committed to equal employment opportunity regardless of race, color, national or ethnic origin, age, religion, disability, sexual orientation, gender, gender identity and expression, marital status, and any other characteristic protected under laws and regulations.