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Danaher Corporation Enterprise Functions Talent Leader in Rolling Meadows, Illinois

The Enterprise Functions Talent Leader leads talent management strategies and execution for key enterprise functions to enable strong, enterprise succession planning and growing the leadership pipeline. This role serves as talent broker for senior leader functional talent in key functions. With a strong focus on bringing meaningful, best practice approaches to our talent management agenda across Danaher and driving execution excellence and results deep into the organization, this role will deliver compelling approaches for enterprise functions that translate into retention, greater visibility to talent and internal mobility, and strong talent pools for the future and diversity. This role will collaborate closely with the Corporate Talent Management, Corporate HR, Diversity & Inclusion, Talent Acquisition, Communications and Information Technology teams; Corporate Executive Officers and their L1 Teams; Platform and OpCo Functional Leaders; the Global Talent Council; Talent Champion Network; HR and Talent leaders within our Platforms, Regions and Operating Companies.

Location: Washington, DC or OpCo business locations throughout the U.S. or Canada

Key Responsibilities

  • Build Management Development Capability (25%)

  • Serve as the Tool Process Owner (TPO) for Functional Talent Planning by leading the strategy and execution for functional talent planning to include the design of all supporting standard work tools, assets and communications.

  • Coach Platform and OpCo Talent and HR Teams on quality execution of functional talent planning and expanding the leadership pipeline in key functions

  • Partner with Corporate HR to coach on quality execution of talent processes and capabilities (e.g., career coaching)

  • Bring VOC & design input to regional, platform and enterprise processes, programs, metrics and initiatives and share best practices across the enterprise functional teams to drive results in functional talent management

  • Engage and Develop Talent (40%)

  • Be a ‘talent broker’ for senior leader functional talent in close partnership with Platforms, OpCos and regions to build targeted talent relationships with key talent

  • Champion internal search & open market with leaders and associates

  • Lead chessboard process for enterprise functions in partnership with Corporate and Platform HR to support movement and career growth across OpCos and Platforms

  • Partner with Corporate and Platform HR to monitor state of talent in enterprise functions and associated succession plans, career plans and development plans

  • Work with Corporate Leadership Development and Org Learning teams to identify functional competencies and learning needs to support functional development

  • In partnership with OpCos and Platforms, identify functional nominees for Danaher Leadership Development programs

  • Understand Needs and Plan (20%)

  • Partner with Corporate and Platform HR and enterprise functional leaders to lead annual Functional Talent Planning process for enterprise functions

  • Understand the business needs and strategy of the organization and the associated organizational and key talent issues

  • Coordinate with Operating Company, Regional, Platform, and Corporate teams to define common and unique needs and plan for who will address those

  • In partnership with enterprise functional teams and Corporate Talent Management, identify talent strategies/initiatives to address enterprise gaps and opportunities leveraging existing opco, regional, platform and enterprise initiatives where available

  • Create Insights Through Analytics (10%)

  • Utilize internal and external data to identify skill and talent gaps (Demand)

  • Analyze talent and related metrics against targets

  • Mine associate, manager-generated and org-level talent data for insights

  • Identify trends, gaps and continuous improvement opportunities

  • Special Projects (5%)

Qualifications

Knowledge/Skills/Abilities:

  • Talent Management – Subject matter expertise and experience driving the talent agenda across functions, regions and stakeholder groups. Brings strategic insight to ensure a winning talent strategy and strength in execution to drive improvement in talent metrics. Ability to interface with all levels using discretion, confidentiality and solid judgment to navigate talent issues and drive change.

  • Executive Presence – Ability to influence senior leaders at the highest levels. Excellent interpersonal, oral and written communications skills. An intelligent, critical, self-confident, and results-oriented individual who possess a combination of mental flexibility, creativity, analytical ability and sound judgment.

  • Change Leadership – Ability to inspire others into new ways of thinking and performing. Champions a vision, encourages other to commit, energizes the change process and removes barriers to change.

  • Collaboration – Proven ability to effectively influence and collaborate at all levels, including executive level. Acts as a “connector,” creating partnerships and working relationships across multiple businesses, geographies and functions, working closely and confidently with talent and senior leadership.

  • Program Management – Disciplined and proficient at initiating, planning, executing, controlling and measuring large-scale initiatives with a distributed and diverse, indirect team to achieve specific goals and results.

  • Technical Skills – Strong command of Microsoft Office products: PowerPoint; Excel, Word and HRIS / Payroll systems including Workday.

  • Analytical and Reporting Skills – Exceptional analytical and reporting skills. Tried strategic business partner, with an excellent sense of operations, as well as commercial activities and an appreciation for the interplay between the two competencies

  • Process & System Orientation – Skilled in thinking through “how” things are done and translating complex processes into a user-friendly operating model, technology system and set of tools to drive execution.

Education & Experience:

  • Bachelor's Degree in Business, Human Resources, Sociology, Psychology or related field required; Master’s preferred.

  • Overall 10 years in Human Resources roles, including HR Generalist responsibilities.

  • Minimum five-years experience in Talent Management leadership roles.

Travel:

• 30-40% (depending on location)

When you join us, you’ll also be joining Danaher’s global organization, where 69,000 people wake up every day determined to help our customers win. As an associate, you’ll try new things, work hard, and advance your skills with guidance from dedicated leaders, all with the support of powerful Danaher Business System (https://www.danaher.com/how-we-work/danaher-business-system) tools and the stability of a tested organization.Danaher Corporation and all Danaher Companies are committed to equal opportunity regardless of race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. We value diversity and the existence of similarities and differences, both visible and not, found in our workforce, workplace and throughout the markets we serve. Our associates, customers and shareholders contribute unique and different perspectives as a result of these diverse attributes.The EEO posters are available here (https://www.dol.gov/agencies/ofccp/posters) .We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment. Please contact us at 202.419.7762 or applyassistance@danaher.com to request accommodation.If you’ve ever wondered what’s within you, there’s no better time to find out.

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