Danaher Corporation Vice President Human Resources in Indianapolis, Indiana
Beckman Life Sciences
Beckman Coulter Life Sciences creates innovative, high-quality bioanalysis solutions that increase our customers’ productivity. By joining BECLS, you will work with best-in-class people who share a common purpose - to be our customers' first choice for systems, consumables, software, and support that advance both basic and applied life science discovery. Our core values are critical elements of our past and future success -- The best team wins. Customers talk, we listen. Continuous improvement is our way of life. Leading edge innovation defines our future. We compete for shareholders.
Danaher is a global science & technology innovator committed to helping our customers solve complex challenges and improve quality of life worldwide. With more than 20 operating companies, Danaher’s globally diverse team of over 62,000 associates is united by a common culture and operating system, the Danaher Business System, which serves as our competitive advantage. We generated $16.9B in revenue last year. We are ranked #133 on the Fortune 500 and our stock has outperformed the S&P 500 by more than 2,000% over 20 years.
At Danaher, you can build a career in a way no other company can duplicate. Our brands allow us to offer dynamic careers across multiple industries. We’re innovative, fast-paced, results-oriented, and we win. We need talented people to keep winning. Here you’ll learn how DBS is used to shape strategy, focus execution, align our people, and create value for customers and shareholders. Come join our winning team!
The Vice President, Human Resources will be responsible for the strategic leadership of all aspects of HR management and serve as a thought leader and visionary in advancing organizational capabilities and effectiveness. S/he will provide direction and lead organization and talent development efforts to meet strategic and annual business objectives. This includes the coordination and implementation of processes, policies and programs regarding talent acquisition, organizational development, talent development, associate engagement, immersion/on-boarding, succession planning, retention, management training, assocaiate compensation and wellbeing, and internal communications.
The VP, HR will serve as senior advisor, counsel, and confidant to the President, as well as an advisor to other executive management on all aspects of human resources. The VP, HR will assist in the planning and development of the appropriate organizational alignment and structures, architecture and support systems to enhance Beckman Life Sciences ongoing growth opportunities and objectives.
Additionally, the VP, HR will focus on developing a strong associate engagement program that facilitates open communication with leadership, advancement of the associate value proposition and educates associates on how they contribute to enterprise-wide goals. S/he will direct continuing development and deployment of associate performance management, as well as associate development objectives.
Further, the VP, HR will focus on development and implementation of a long-term, integrated talent strategy ensuring that the business has the talent at all levels necessary to grow aggressively. S/he will be accountable for supporting the global people agenda, by acquiring, developing, engaging and retaining exceptional talent to drive long-term performance and results. Notably, the VP, HR will focus on embedding talent development and management as core business processes throughout the organization.
The VP, HR will continue to strengthen our HR related compliance processes, will lead by being a pro-active advocate for ethics and compliance within the company and will be responsible to drive education, process improvements, and audits and investigations where appropriate.
For successful leaders, this role has runway to more senior leadership opportunities across the Life Sciences Platform and Danaher.
Reports to: President, Beckman Life Sciences
Peers: Vice President, Finance & Accounting; Vice President, Commerical Management; Vice President, Marketing; Vice President, Innovation & Strategy; Vice President, Engineering; Vice President, Global Service; Vice President, Business Unit/GMs; Vice President Quality & Regulatory Affairs; Vice President & General Counsel; Vice President, Global DBSL
Direct reports: Senior Manager, HR Business Partner; Director, Human Resources (X2); Talent Management; Senior Manager Global Interal Communications
Key Relationships: Human Resources functional and business unit leaders across the LS platform and Danaher
- Key Responsibilities:
Partner with business leaders to lead the Human Resources team’s efforts to drive organization capability, performance and sustainable long-term organic and inorganic growth.
Develop HR programs and identify key HR metrics to analyze and solve business problems that impact organizational effectiveness (improve productivity, reduce cost, increase retention/engagement and increase profitability).
Champion Beckman Life Science’s values and culture; continue the company’s ability to attract, engage, and retain a high-performance team that can lead growth.
Lead the internal communications strategy for the company.
Manages key HR KPI’s/metrics (talent acquisition, engagement, development, retention, etc.).
Leads the Engagement Survey process including actions to improve associate engagement.
Advocates for associates when leaders are making business decisions that impact associates.
Lead the organizational review process that evaluates structure, competency, knowledge and talent gaps and develop specific strategies to fill the gaps.
Drive a talent acquisition and management strategy that integrates a succession-planning methodology for key contributor and management positions.
Develop and manage a comprehensive total rewards strategy to ensure talent attraction and retention while managing costs.
Develop and lead programs pertaining to associate development and leadership.
Manage a global team of HR professionals providing day-to-day support and strategic guidance for the team.
Partner with Marketing on company branding and further developing how the company is perceived as an employer internally and externally.
Key Objectives & Critical Success Factors:
Organization business targets achieved
Key talent KPI targets met including;
Internal Fill Rate
Time to fill for external hiring
Engagement survey results
Succession planning and talent funnel improvement
Achievement of strategic and annual talent goals and timely execution of Organization and Talent improvement actions
Timely design of compensation and incentive plans (especially linked to achieving growth targets), annual objectives and on-time and accurate high quality performance assessments
Completion of training and development programs with high quality
Danaher Organization & Talent Assessment I (Organization Strategy & Capability Building, Succession Planning)
Danaher Organization & Talent Assessment II (Talent Capability, Funnel Growth, Development Planning)
Danaher Performance for Growth (P4G)
Danaher Development for Growth (D4G)
Danaher Merit and equity planning
Danaher Talent and Leadership Development
Danaher Engagement Surveys and Improvement
Danaher New Leader Immersion
Danaher is committed to competitive compensation that typically has key components including base salary, variable annual incentive compensation based on personal and company performance, and long-term incentive.
Open to San Jose, CA
The Successful Candidate
“The Best Team Wins” is a Danaher Core Value and “Builds People Teams and Organizations” is one of our Leadership Anchor, reflecting the importance we place on Talent. Candidates must have a minimum of 12 years of human resource experience, including six years leading geographically dispersed teams. The ideal candidate will have been exposed to lean/continuous improvement environments and acquired at least part of his/her experience in a global, multi-site growth oriented company, known for HR innovation and a commitment to best practices in the HR function.
The successful candidate will have a broad understanding of and appreciation for the technical and functional components of human resources, including: talent acquisition, talent management, organizational design/development, succession planning, leadership development, compensation & benefits; compliance; planning; M&A due diligence and integration, employee communications; training and development and employee relations.
Further, the ideal candidate will be a proven strategic human resource business partner, with a track record of leading in a highly commmerical, highly dispersed organization. He she will have led a team supporting all business functions including business leadership, direct and channel sales, marketing, manufacturing, product development, supply chain and finance at a local operating company site in a global matrix reporting environment.
Candidates must have experience partnering with senior executives and be capable of providing strong leadership for a global human resources function, while at the same time being seen as a significant contributor to the senior executive team. He/she will have a high comfort level challenging senior leaders, while also having the flexibility to support corporate, platform and operating company decisions. Excellent influencing and relationship management skills, and the ability to achive results through direct ownership as well as partnering/influencing are vital. Because this individual will be a close strategic advisor to the President, s/he must be a solid businessperson with a strong understanding of how a full P&L functions.
The successful candidate will be a recognized HR executive with demonstrated success in creating high performance business cultures. S/he will be able to work effectively in a close-knit management team within a high-energy, entrepreneurial organization characterized by open and frank dialogue and commitment to continuous improvement.
Additional qualifications include:
Demonstrated experience in organizational development and design, particularly as those areas that relate to the needs of a high-growth business in a competitive industry.
Proven ability to manage staffing challenges associated within a commercial multi-site, multi-channel business.
Strong organizational, analytical and management skills.
Possess strong project management skills.
Excellent interpersonal, influence, written/oral communication skills. Additional professional qualifications will include, but not be limited to:
Results oriented – track record for delivery results, takes ownership and is accountable
Stretch oriented – embraces and thrives on challenging goals and targets
Continuous improvement and process oriented – has familiarity with lean principles, problem solving and how to apply them to Human Resources in a measurable and sustainable way
Customer Service oriented – high sense of urgency providing timely high quality service
Thought leadership, critical thinking and analytical skills.
Strong intellectual agility with innate curiosity.
Operates with executive gravitas and works effectively as a part of senior leadership team to deliver against overall talent strategy.
Self-confidence; does not shy away from constructive conflict and confrontation; perceived as trustworthy, honest and non-political; open, communicative.
Able to find a balance between consensus orientation, integration ability and relationship building, and toughness, performance orientation on the other.
Change agent with “strong followership” and rigor in driving the change process.
Able to clearly and concisely articulate strategy, engage and align people with process, and drive execution.
A “hands-on” orientation and willing to dig in personally and actively to get things done.
Unquestionable integrity, credible and trustworthy to a broad range of stakeholders.
Leads courageously, acts with integrity and moves easily between shaping strategy, visionary thinking, and execution.
Proven track record of performance, results, and customer-focus.
Danaher Cultural Alignment:
Our culture is values-based, customer-centric, process-oriented, and results-driven. At Danaher, all associates must act with integrity and conduct business honestly and fairly. On this point, there is no negotiation. We have five core values that continuously guide our work:
The Best Team Wins: Exceptional people thrive in Danaher’s fast-paced, results-oriented work environment.
Innovation Defines Our Future: We are empowered and encouraged to challenge ourselves and each other, and to take balanced risks to advance innovation.
Customers Talk, We Listen: Our customer-centric focus drives us to create innovative solutions that directly address customer needs.
Continuous Improvement (Kaizen) is Our Way of Life: We constantly strive to do better, setting the bar high for ourselves and each other.
We Compete for Shareholders: Our track record of financial success enables us to continually invest back into our businesses and our team.
Danaher does not discriminate based on age, race/ethnicity, national origin, religion, gender or gender identity, or sexual orientation, disability or veteran status, or other legally protected characteristics. We expect that our partnership together will ultimately enable an outstanding, high performing, and diverse organization capable of driving our continued success.
Danaher Corporation and all Danaher Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. The “EEO is the Law” poster is available here.