About The Role

Company: Mattson Technology, Inc., a 38-year Silicon Valley company, designs, manufactures, markets, and globally supports plasma and rapid thermal processing equipment to fabricate integrated circuits for the global semiconductor industry.

Mattson Technology, Inc. offers processing equipment that utilizes innovative technologies to deliver advanced processing capabilities and high productivity for the fabrication of current and next-generation integrated circuits. Our equipment and technologies are used by leading memory and logic, analog /power device manufacturers worldwide. Innovations from Mattson Technology in Atomic Surface Engineering address the most critical logic and memory manufacturing challenges.

In May 2016, Mattson Technology was acquired by Beijing’s E-Town Capital. Our new investor’s vision is that Mattson Technology, with its Silicon Valley DNA, will continue to operate as a global, market-driven technology provider serving worldwide semiconductor manufacturing customers. In July, 2025, the company successfully listed in Shanghai’s STAR Exchange. As the external trade compliance environment evolves, Mattson Technology now operates independently from the parent company in product, business, and operations, serving customers outside of China.

Job Summary

The Vice President of Human Resources (VP, HR) is responsible for leading the global HR strategy and function to support the organization’s business objectives and growth. This executive role drives talent strategy, organizational effectiveness, culture, and HR operations while serving as a strategic advisor to the executive leadership team. The VP, HR ensures the organization attracts, develops, and retains top talent while fostering a high-performance, inclusive work environment.

Key Responsibilities

Executive Leadership & Strategy

Define and execute the company’s HR strategy aligned with overall business goals
Serve as a key advisor to the CEO and executive leadership team on people and organizational matters
Lead organizational design, workforce planning, and talent strategy at an enterprise level
Drive company culture, values, and employee engagement initiatives

Talent Management & Development

Oversee leadership development, succession planning, and high-potential programs
Ensure effective performance management systems and practices
Lead talent acquisition strategies to attract top talent in competitive markets
Develop learning and development programs to build organizational capability

Total Rewards & HR Programs

Oversee compensation, benefits, and rewards strategies to ensure market competitiveness and internal equity
Ensure HR programs support employee engagement, retention, and productivity
Drive pay-for-performance and incentive frameworks aligned with business outcomes

Employee Relations & Culture

Ensure a positive, inclusive, and compliant workplace environment
Provide guidance on complex employee relations matters and risk mitigation
Promote diversity, equity, and inclusion (DEI) initiatives

HR Operations & Compliance

Ensure compliance with all employment laws and regulations (global, federal, state)
Oversee HR systems, policies, and processes to ensure operational excellence
Lead HR analytics and data-driven decision-making

Transformation & Change Management

Lead organizational change initiatives including restructuring, growth, and transformation
Drive HR digital transformation and process improvement efforts
Foster a culture of continuous improvement and innovation

Leadership & Team Development

Lead and develop a high-performing HR leadership team (HRBPs, COEs, Shared Services)
Establish best practices and governance across HR functions
Build a strong HR talent pipeline

Qualifications

Required

Bachelor’s degree in Human Resources, Business Administration, or related field
15+ years of progressive HR experience
8–10+ years in senior HR leadership roles
Proven ability to lead HR strategy in a complex, multi-functional organization

Preferred

Master’s degree (MBA, HR, or related field)
Senior HR certification (e.g., SHRM-SCP, SPHR)
Experience in relevant industry (e.g., manufacturing, technology, global enterprise)
Experience supporting global or multi-site organizations