Data Contributor Jobs at KLA with Visa Sponsorship
Data Contributor roles at KLA sit at the intersection of semiconductor manufacturing data and operational intelligence, supporting process engineers and quality teams across global fabs. KLA has a consistent track record of sponsoring international talent in data-focused functions, making it a realistic target if you're building a U.S. career in manufacturing data.
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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 world’s leading technology providers to accelerate the delivery of tomorrow’s 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 KLA’s global human resources organization is to become a leader and partner to operating leadership in support of the company’s 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 HR Data Scientist will play a key role in advancing KLA’s HR Analytics capability by building scalable AI and predictive insights on top of established workforce data, reporting, and core metrics. The Data Scientist will partner closely with the Analytics team, HR Business Partners, Centers of Excellence, and HR leadership, to translate workforce and talent questions into high‑impact analytical and predictive solutions. The position focuses on applying AI techniques and predictive analytics to better anticipate workforce risks and opportunities, building and maintaining robust models, and uncovering drivers of key workforce outcomes to deliver clear actionable insights to support more proactive data‑driven decision‑making.
Key Responsibilities
- Partner with HRBPs, COEs, and HR leadership to frame business questions, define hypotheses, and translate needs into analytics solutions across descriptive, predictive, and prescriptive use cases.
- Analyze workforce data using statistical and analytical methods to identify key patterns, drivers, and relationships (e.g., engagement, attrition, mobility, hiring outcomes).
- Design, build, validate, and maintain predictive models (e.g., attrition risk, internal mobility, workforce demand, workforce planning, TA funnel outcomes), including feature engineering, evaluation, and ongoing monitoring.
- Design and build AI analytic tools to help with the acceleration of data insights.
- Own end‑to‑end analytics delivery for more advanced analytics use cases from data exploration and modelling through insight generation, storytelling, and clear recommendations for decision‑makers.
- Develop reusable analytical assets (model templates, code libraries, documented methodologies, metric definitions) to enable scalable and repeatable analytics across HR.
- Ensure data integrity and reliability by auditing datasets, diagnosing issues, and implementing data quality checks and controls.
- Collaborate closely with HR Data Engineering and IT to improve datasets, pipelines, and the overall analytics foundation (Workday/Prism and other Analytics platforms and external sources).
- Establish and follow data privacy, ethics, and governance practices for employee data, including appropriate use, fairness and bias considerations, transparency, and access control.
- Contribute to the HR analytics roadmap by identifying high‑value predictive use cases and opportunities to automate insight delivery.
Preferred Qualifications:
- Bachelor’s degree in a quantitative or analytical field (e.g., Statistics, Math, Economics, Engineering, Data Science) or equivalent practical experience.
- 2+ years of experience in data science or advanced analytics roles, with direct experience working on HR / people / workforce analytics (e.g., attrition, engagement, mobility, hiring, workforce planning).
- Hands‑on experience applying machine learning and statistical techniques to people‑related business problems, including supervised learning, feature engineering, and model evaluation.
- Demonstrated ability to translate HR business questions into analytical and predictive solutions, working closely with HR stakeholders.
- Experience working with complex, imperfect HR data and exercising sound analytical judgment around assumptions, limitations, bias, and uncertainty.
- Proficiency in Python or R, with the ability to communicate insights and recommendations clearly to non‑technical HR and business audiences.
- Working knowledge of data privacy, ethics, and responsible use of employee data.
- Experience applying tree‑based machine learning models such as Random Forest and XGBoost to people‑related analytics use cases (e.g., attrition risk, mobility, hiring outcomes).
- Experience or familiarity with unsupervised learning techniques (e.g., clustering, segmentation, anomaly detection) to explore workforce patterns and inform hypothesis generation.
- Familiarity with model explainability and governance in an HR context (e.g., feature importance, bias/fairness considerations, documentation, and model monitoring).
- Experience working with Workday data or HR systems (e.g., Workday reporting or Prism Analytics) is a plus.
- Working knowledge of SQL for data exploration and validation is a plus.
- Experience collaborating with data engineering to productionize models and analytics is a plus.
- Copilot and other AI experience.
Minimum Qualifications
- Bachelors Degree plus 5 years' experience or Masters Degree plus 3 years' experience or PhD plus 0 years' experience.
Base Pay Range: $87,400.00 - $148,600.00 Annually
Primary Location: USA-MI-Ann Arbor-KLA
KLA’s total rewards package for employees may also include participation in performance incentive programs and eligibility for additional benefits including but not limited to: medical, dental, vision, life, and other voluntary benefits, 401(K) including company matching, employee stock purchase program (ESPP), student debt assistance, tuition reimbursement program, development and career growth opportunities and programs, financial planning benefits, wellness benefits including an employee assistance program (EAP), paid time off and paid company holidays, and family care and bonding leave.
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.
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 KLA’s Careers website for 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 employment, or that an employee is not legitimate, please send an email to talent.acquisition@kla.com to confirm the person you are communicating with is an employee. We take your privacy very seriously and confidentially handle your information.
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 world’s leading technology providers to accelerate the delivery of tomorrow’s 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 KLA’s global human resources organization is to become a leader and partner to operating leadership in support of the company’s 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 HR Data Scientist will play a key role in advancing KLA’s HR Analytics capability by building scalable AI and predictive insights on top of established workforce data, reporting, and core metrics. The Data Scientist will partner closely with the Analytics team, HR Business Partners, Centers of Excellence, and HR leadership, to translate workforce and talent questions into high‑impact analytical and predictive solutions. The position focuses on applying AI techniques and predictive analytics to better anticipate workforce risks and opportunities, building and maintaining robust models, and uncovering drivers of key workforce outcomes to deliver clear actionable insights to support more proactive data‑driven decision‑making.
Key Responsibilities
- Partner with HRBPs, COEs, and HR leadership to frame business questions, define hypotheses, and translate needs into analytics solutions across descriptive, predictive, and prescriptive use cases.
- Analyze workforce data using statistical and analytical methods to identify key patterns, drivers, and relationships (e.g., engagement, attrition, mobility, hiring outcomes).
- Design, build, validate, and maintain predictive models (e.g., attrition risk, internal mobility, workforce demand, workforce planning, TA funnel outcomes), including feature engineering, evaluation, and ongoing monitoring.
- Design and build AI analytic tools to help with the acceleration of data insights.
- Own end‑to‑end analytics delivery for more advanced analytics use cases from data exploration and modelling through insight generation, storytelling, and clear recommendations for decision‑makers.
- Develop reusable analytical assets (model templates, code libraries, documented methodologies, metric definitions) to enable scalable and repeatable analytics across HR.
- Ensure data integrity and reliability by auditing datasets, diagnosing issues, and implementing data quality checks and controls.
- Collaborate closely with HR Data Engineering and IT to improve datasets, pipelines, and the overall analytics foundation (Workday/Prism and other Analytics platforms and external sources).
- Establish and follow data privacy, ethics, and governance practices for employee data, including appropriate use, fairness and bias considerations, transparency, and access control.
- Contribute to the HR analytics roadmap by identifying high‑value predictive use cases and opportunities to automate insight delivery.
Preferred Qualifications:
- Bachelor’s degree in a quantitative or analytical field (e.g., Statistics, Math, Economics, Engineering, Data Science) or equivalent practical experience.
- 2+ years of experience in data science or advanced analytics roles, with direct experience working on HR / people / workforce analytics (e.g., attrition, engagement, mobility, hiring, workforce planning).
- Hands‑on experience applying machine learning and statistical techniques to people‑related business problems, including supervised learning, feature engineering, and model evaluation.
- Demonstrated ability to translate HR business questions into analytical and predictive solutions, working closely with HR stakeholders.
- Experience working with complex, imperfect HR data and exercising sound analytical judgment around assumptions, limitations, bias, and uncertainty.
- Proficiency in Python or R, with the ability to communicate insights and recommendations clearly to non‑technical HR and business audiences.
- Working knowledge of data privacy, ethics, and responsible use of employee data.
- Experience applying tree‑based machine learning models such as Random Forest and XGBoost to people‑related analytics use cases (e.g., attrition risk, mobility, hiring outcomes).
- Experience or familiarity with unsupervised learning techniques (e.g., clustering, segmentation, anomaly detection) to explore workforce patterns and inform hypothesis generation.
- Familiarity with model explainability and governance in an HR context (e.g., feature importance, bias/fairness considerations, documentation, and model monitoring).
- Experience working with Workday data or HR systems (e.g., Workday reporting or Prism Analytics) is a plus.
- Working knowledge of SQL for data exploration and validation is a plus.
- Experience collaborating with data engineering to productionize models and analytics is a plus.
- Copilot and other AI experience.
Minimum Qualifications
- Bachelors Degree plus 5 years' experience or Masters Degree plus 3 years' experience or PhD plus 0 years' experience.
Base Pay Range: $87,400.00 - $148,600.00 Annually
Primary Location: USA-MI-Ann Arbor-KLA
KLA’s total rewards package for employees may also include participation in performance incentive programs and eligibility for additional benefits including but not limited to: medical, dental, vision, life, and other voluntary benefits, 401(K) including company matching, employee stock purchase program (ESPP), student debt assistance, tuition reimbursement program, development and career growth opportunities and programs, financial planning benefits, wellness benefits including an employee assistance program (EAP), paid time off and paid company holidays, and family care and bonding leave.
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.
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 KLA’s Careers website for 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 employment, or that an employee is not legitimate, please send an email to talent.acquisition@kla.com to confirm the person you are communicating with is an employee. We take your privacy very seriously and confidentially handle your information.
See all 29+ Data Contributor at KLA jobs
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Get Access To All JobsTips for Finding Data Contributor Jobs at KLA Jobs
Align your credentials to semiconductor data workflows
KLA's Data Contributor roles support equipment and process data pipelines in chip manufacturing environments. Frame your experience around data collection, validation, or reporting in industrial or engineering contexts, not just general analytics work.
Target KLA's process and equipment engineering teams
Data Contributor openings at KLA are often embedded within product lines tied to inspection or metrology equipment. Filter your job search by division rather than job title alone to catch roles where data contributors feed directly into manufacturing yield analysis.
Use Migrate Mate to filter open Data Contributor roles by visa type
KLA sponsors across multiple visa categories for this function. Use Migrate Mate to browse active Data Contributor postings at KLA filtered by the visa type you hold or need, so you're only applying to roles aligned with your authorization pathway.
Confirm your role qualifies as a specialty occupation before accepting
For H-1B filing, USCIS requires that a Data Contributor position at KLA require a specific bachelor's degree field, not just any degree. Review the offer letter's stated degree requirement before signing to avoid complications during the I-129 petition.
Understand KLA's PERM timeline if Green Card sponsorship matters
For EB-2 or EB-3 sponsorship, KLA must complete DOL's PERM labor certification before filing the I-140. This process typically runs six months to over a year. Ask your recruiter early whether the role has Green Card sponsorship on the roadmap.
Data Contributor at KLA jobs are hiring across the US. Find yours.
Find Data Contributor at KLA JobsFrequently Asked Questions
Does KLA sponsor H-1B visas for Data Contributors?
Yes, KLA sponsors H-1B visas for Data Contributor roles. The company operates as an E-Verify employer and has a documented history of filing H-1B petitions for technical contributors in its semiconductor manufacturing divisions. If you're approaching the end of OPT or need cap sponsorship, raising the timeline early with KLA's recruiter gives both sides room to plan around the April filing window.
Which visa types does KLA commonly use for Data Contributor roles?
KLA sponsors H-1B, F-1 OPT, F-1 CPT, TN, J-1, and EB-2 and EB-3 immigrant visas for roles in this function. TN visas apply to Canadian and Mexican nationals in qualifying categories. F-1 CPT is typically used for internship or co-op arrangements. Permanent residency pathways through EB-2 or EB-3 require PERM labor certification filed with the DOL before the I-140 immigrant petition.
What qualifications does KLA expect for Data Contributor positions?
KLA's Data Contributor roles in semiconductor manufacturing typically expect a bachelor's degree in data science, computer science, electrical engineering, or a related technical field. Hands-on experience with data pipelines, SQL, or Python in an industrial or engineering environment is commonly required. Familiarity with semiconductor manufacturing processes or equipment data, such as metrology or inspection output, strengthens your profile significantly for these roles.
How do I apply for Data Contributor jobs at KLA?
You can browse and apply for Data Contributor roles at KLA directly through Migrate Mate, which filters open positions by visa sponsorship type so you can confirm a role fits your authorization before applying. Applications at KLA typically move through an initial recruiter screen, followed by technical and cross-functional interviews. Clarifying your visa status and any upcoming deadlines in the recruiter call avoids delays later in the process.
How do I manage timing if I need H-1B sponsorship from KLA?
H-1B cap-subject petitions can only be filed once per year, with USCIS registration opening in March and employment starting no earlier than October 1. If your OPT expires before October, a STEM OPT extension, if you qualify, can bridge the gap. Aligning your offer acceptance and start date to this calendar is essential. Bring up your visa timeline in the first recruiter conversation, not after an offer is extended.
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