[About ZEISS]
The ZEISS group is a Global Leader in Optical Technology with a 180-year history. The ZEISS Group, headquartered in Oberkochen, Germany, provides innovative solutions in semiconductor technology, industrial quality and research, medical technology and consumer optical technology. The history of the ZEISS group, which began with the founder of Carl Zeiss in 1846 based on the entrepreneurial spirit of “combining theory and practice”, has established itself as a pioneer in the field of optics through ceaseless exploration of the field of optics.

ZEISS Korea has played a key role in the Korean market for the past 40 years. For ZEISS, the Korean Market is One of the Top 5 Global Sales Markets, providing products and services from five business areas to Korean customers:

• Semiconductor Manufacturing Technology
• Industrial Quality Solutions
• Research Microscopy Solutions
• Medical Technology
• Vision Care (Consumer Markets)

[Employment Conditions]

• Job Title: HR Business Partner & Talent Acquisition Lead
• Contract: Regular
• Location: Seoul (송파구 문정동)

Overview:
We are seeking a strategic and proactive HR Business Partner & Talent Acquisition Lead. In this dual-focus role, you will serve as the dedicated HR Business Partner to assigned SBU leadership, aligning people strategy with business unit goals. In parallel, you will take functional ownership of leading end-to-end Talent Acquisition across all SBUs. 

Key Responsibilities:

1. Strategic HR Business Partner
   1. Business Strategy Alignment: Develop and execute tailored HR strategies aligned with business objectives, providing proactive HR guidance to support business growth and success.
   2. Team Structure & Effectiveness: Assess team dynamics and operational effectiveness within the business unit, providing practical guidance on team structuring and role clarity to support business goals.
   3. Talent Management & Development: Drive talent management initiatives, including succession planning and leadership development, to ensure the right talent with the necessary skills is in the right roles to meet current and future business needs.
   4. Performance Management: Lead a robust performance management process, including defining roles and responsibilities, delivering regular performance feedback, and promoting a culture of continuous improvement.

1. 1. HR CoE Collaboration: Collaborating with HR CoEs to implement HR programs, initiatives, and organizational improvements.
   2. Other Responsibilities: Additional projects or initiatives assigned based on HR and business needs. 

1. Talent Acquisition
   1. Recruitment Strategy & Planning: Formulate tailored hiring strategies aligned with business goals and personally execute them to meet organizational growth targets.

1. 1. Hiring Partner Alignment: Collaborate closely with department heads and executives to define job requirements, build structured assessment rubrics, and streamline decision-making.
   2. Strategic Hiring & Pipelining: Oversee the end-to-end hiring of key roles, proactively cultivating talent networks to meet critical organizational needs.
   3. Hiring Metrics & Insights: Build and manage internal recruitment tracking systems (e.g., via spreadsheets/internal databases) to track key hiring metrics, monitor pipelines, and optimize sourcing channels
   4. Cross-SBU HRBP Collaboration: Collaborate closely with HRBPs across other SBUs to understand their hiring demands, align on priorities, and ensure seamless talent acquisition support.

1. 1. Other Responsibilities: Additional projects or initiatives assigned based on HR and business needs.

Qualifications:

1. Experience: 10-13 years of solid and continuous HR experience
   1. At least 5+ years of dedicated talent acquisition experience, with a trac record of driving hiring plans and building talent pipelines

1. Education: Bachelor's degree in Human Resources, Business Administration, or a related field.
2. Stakeholder Management: Exceptional communication skills with the confidence to influence, advise, and partner with senior leadership and hiring partners.
3. Problem-Solving & Agility: Strong adaptability to navigate ambiguous environments and implement practical recruitment solutions rapidly.
4. Business Partnering Acumen: Strong business acumen with the ability to align people strategies to business priorities and organizational goals.
5. Hands-on Execution: Proven ability to operate independently and execute full-lifecycle recruiting from start to finish without needing dedicated support staff.
6. Strategic & Operational Agility: Ability to balance strategic HR partnership with hands-on execution in a dynamic and fast-paced environment.

Preferred Qualifications:

1. Experience within a multinational corporation (MNC) in the B2B industry.
2. Strong knowledge of talent management, organizational development, performance management, employee relations, and Korean labor law.
3. Track record of building or significantly refining hiring processes (0 to 1) in fast-paced or scaling organizations.
4. Proficiency with modern recruiting tools and platforms such as Linked-in, Workday etc.
5. Business-level fluency in English for cross-border collaboration or international communication.