Human Resources Jobs at KLA with Visa Sponsorship
KLA's Human Resources teams support a global semiconductor and manufacturing workforce, handling everything from talent acquisition to compliance. KLA has a consistent track record of sponsoring international HR professionals across multiple visa categories, making it a viable target if you're building a U.S. HR career in the manufacturing and tech sector.
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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 11+ Human Resources at KLA jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Human Resources at KLA roles.
Get Access To All JobsTips for Finding Human Resources Jobs at KLA Jobs
Align your HR credentials to U.S. frameworks
SHRM-CP or PHR certification signals U.S. HR fluency to KLA's hiring team. If you hold an overseas HR qualification, map it explicitly to U.S. labor law competencies in your resume, since KLA operates under federal employment regulations.
Target KLA's HR roles tied to manufacturing operations
KLA's HR function spans semiconductor manufacturing sites, not just corporate offices. Prioritize roles in HR Business Partner, workforce planning, or labor relations that sit closest to production operations, since those positions drive the clearest business case for sponsorship.
Prepare for PERM documentation early if pursuing permanence
HR roles at a manufacturing employer like KLA often lead to EB-2 or EB-3 sponsorship through PERM. DOL requires a formal recruitment audit showing no qualified U.S. workers were available, so keep records of your application timeline and any competing candidate communications from the start.
Use Migrate Mate to surface KLA's active HR openings
KLA's HR postings are spread across job boards and often disappear quickly. Search Migrate Mate to filter specifically for KLA Human Resources roles that include visa sponsorship, so you're applying to verified openings rather than guessing at their current hiring needs.
Address TN eligibility if you hold Canadian or Mexican citizenship
TN visas cover HR Managers under USMCA and can be processed at the border without a USCIS filing wait. If you qualify, raise TN as an option during the offer stage, since it eliminates H-1B lottery risk entirely and typically lets you start within weeks.
Human Resources at KLA jobs are hiring across the US. Find yours.
Find Human Resources at KLA JobsFrequently Asked Questions
Does KLA sponsor H-1B visas for Human Resources?
Yes, KLA sponsors H-1B visas for Human Resources roles. HR positions that require a relevant bachelor's degree in human resources, business administration, or a related field generally qualify as specialty occupations under USCIS criteria. KLA has an established sponsorship process, though H-1B sponsorship is subject to the annual lottery cap and an October 1 start date, so timing your offer around the April filing window matters.
How do I apply for Human Resources jobs at KLA?
Apply directly through KLA's careers portal on their website, or browse their current HR openings filtered by visa sponsorship availability on Migrate Mate. When applying, tailor your resume to the specific HR function, whether that's talent acquisition, HR business partnering, or compliance, and indicate your work authorization status clearly so KLA's recruiting team can assess sponsorship fit from the first stage.
Which visa types does KLA commonly use for Human Resources roles?
KLA sponsors H-1B visas as the primary nonimmigrant path for HR professionals, and also supports F-1 OPT and CPT for recent graduates entering HR analyst or coordinator roles. Canadian and Mexican citizens may be eligible for TN status under the HR Manager category. For longer-term employees, KLA has sponsored EB-2 and EB-3 Green Cards through the PERM labor certification process administered by the DOL.
What qualifications does KLA expect for Human Resources positions?
KLA typically looks for a bachelor's degree in human resources, industrial-organizational psychology, or business administration for HR roles. Positions supporting manufacturing operations often value experience with workforce planning, HRIS platforms, or labor compliance. SHRM certification strengthens your profile. Roles at the business partner level usually require several years of HR generalist experience, ideally within a manufacturing, semiconductor, or technology environment.
How do I time my application to maximize my chances of H-1B sponsorship at KLA?
USCIS opens H-1B registration in March each year, with cap-subject petitions filed in April for an October 1 start. To align with this, target a signed offer letter from KLA by February or early March at the latest. If you're on OPT, cap-gap provisions can bridge your status through the October start. Starting the interview process six to nine months before your OPT expires gives you the most runway.
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