HR Business Partner

Change the world. Love your job.

Shape Strategy. Coach Leaders. Drive Business Outcomes.

Texas Instruments is seeking an HR Business Partner who can translate business strategy into people strategy—and then make it happen. In this role, you’ll work shoulder-to-shoulder with senior leaders to build organizational capability, develop talent, and navigate the complex challenges that come with leading in a global technology company.

You’ll coach leaders, design organizations, and make decisions that directly impact business performance.

Strategic Partnership

• Own the people business strategy for your organization


• Partner directly with leaders to ensure we have the organizational and people capability to win


• Lead division-level activities, reviews, and strategic planning

Leader Development & Coaching

• Coach leaders at all levels—helping them grow, navigate challenges, and retain critical talent


• Develop partnerships that make you essential to leadership decisions


• Support leadership development for high-potential talent

Organizational Effectiveness

• Lead workforce planning and organization design initiatives


• Drive change management for initiatives that directly impact business outcomes


• Manage complex employee relations matters with discretion and judgment

Cross-Functional Collaboration

• Partner with COE teams (recruiting, talent development, compensation) to create integrated people strategies


• Provide guidance and support to HR Generalists on escalations and complex situations


• Collaborate globally with HR and business partners across regions

Minimum Requirements:

• Bachelor’s degree in Human Resources or related business field


• 5+ years of progressive HR experience with strategic and consultative focus


• Proven ability to influence and build relationships at senior levels


• Broad-based HR expertise ideally across multiple HR disciplines


• Strong business acumen—you understand how organizations operate and where HR adds value


• Excellent judgment and ability to navigate ambiguity


• Willingness to travel to support global sites

• Strategic influence: Direct access to senior leaders and real decision-making authority


• Complex challenges: Workforce planning, org design, executive coaching—work that stretches you


• Global exposure: Partner with teams across the world on initiatives that matter