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Danaher Corporation HR Manager in Romeoville, Illinois

POSITION SUMMARY

The Human Resources Manager partners with multiple internal customers groups to provide HR leadership for one or more company sites. The HR Manager is responsible for aligning business strategies in a proactive and solutions orientated manner. This position will be responsible for a variety of strategic initiatives as well as day to day associate and leadership support for 150 associates. Areas of support include but are not limited to change management, employee relations, performance and succession planning, recruiting, medical leave/leave of absences, health & wellness initiates, benefits, compliance and other business initiatives as assigned by the HR Director.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Change Management

  • Challenge the status quo and champion new initiatives within assigned client groups and also within HR acting as a catalyst of change and stimulating others to change, in such way that the organization continuously develops towards better performance.

  • Partner with the HR Director to analyze organizational capabilities, drive organizational design and structure improvements to support delivery of the current and future business strategy.

Talent Management / Recruitment

  • Responsible for full recruitment lifecycle including: posting, sourcing, recruiting, partnering with the assigned business group, debrief.

  • Provide salary recommendation ensuring consistency of compensation practices (e.g. reviewing internal equity and taking a total compensation approach), obtaining appropriate approvals.

  • Drive the talent review process for assigned client groups, consult with and train management to create associate development and succession plans to improve bench strength and achieve Talent Review objectives.

Performance Management

  • Establish and drive applicable competencies aligned with the Performance Management process, within assigned business groups.

  • Work with managers and associates to identify and address performance-related issues. Provide coaching and support to managers on issuing corrective action (including performance improvement plans and disciplinary issues).

Benefits & Compliance

  • In partnership with the HR Specialist, support and/or lead FML/LOA/ADA cases within assigned client group. Support new enrollments, changes and health screening programs. Act as HIPAA subject matter expert - ensuring organizational compliance. Assist with leave administration (FML, STD/LTD etc).

  • Act as liaison to governmental compliance agencies as required. Ensure consistent application of policies/procedures.

    Compensation

  • Analyze and understand compensation programs for assigned business groups including annual merit review and incentive programs. Implement needed equity/market adjustments.

  • Ensure proper system administration of compensation process and records (e.g. grade changes, promotions, salary changes, etc). Assist managers in writing and maintaining job descriptions.

General Support

  • Support and/or lead identifying opportunities for Standard Work definition and process enhancement.

  • Coordinate involuntary/voluntary exit logistics (performing timely exit interviews, recording/synthesizing retention data, and generating severance packages where applicable).

  • In partnership with the HR Specialist, enter data inputs in a timely manner in HR system(s) for new, existing and exiting associates. Create, maintain and ensure compliance of personnel files & systems (HRIS, E-Verify, and Stock Option DB).

Talent Development

  • Drive the talent review process for assigned client groups, consult with and train management to create associate development and succession plans to improve bench strength and achieve Talent Review objectives.

  • Organizational Diagnostics & Development

  • Understand and analyze organizational capabilities within assigned client groups, proactively develop and implement organizational design and structure improvements to support delivery of the business strategy.

CRITICAL COMPETENCIES / SUCCESS FACTORS

  • Adept in dealing with ambiguity and guiding managers in how to assess and react to changing business needs and conditions.

  • Acts with urgency while prioritizing to focus on “critical few” that will drive business impact.

  • Balances strategic and tactical requirements of the role to maximize both short and long-term impact on business.

  • Uses leadership skills to create followership both within the HR function as well as within customer groups.

QUALIFICATIONS:

  • Bachelor’s degree required (or equivalent combination of education and applicable HR experience in lieu of degree)

  • 5+ years of HR Generalist type experience (referred to as HR Manager in some organizations) experience in a high growth, changing environment with a solid track record of successfully implementing HR programs and initiatives.

  • PHR certification preferred, but not required.

  • HR Experience working in a medium to large sized organization

  • Strong technical aptitude (HRIS, Applicant Tracking Systems, etc.)

  • Strong attention to detail, process & compliance oriented but understands the grey

  • Must have worked in a metrics driven organization with demonstrated understanding how HR impacts the business.

  • Must be computer savvy

  • Ability to utilize social media in recruiting, highly beneficial

  • Able to maintain highly confidential information

  • Excellent interpersonal & presentation skills required

  • Excellent writing and grammar skills

  • Excellent interpersonal skills

  • Strong computer skills (MS Word, Excel, and PowerPoint)

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is occasionally required to reach with hands and arms. The employee is constantly required to sit. The employee may occasionally squat, turn/twist, or reach. The employee is constantly using hands to: finger, handle, feel or operate objects, and computer keyboards. The employee is occasionally required to walk, stand, climb, balance, stoop, bend, kneel, crouch or crawl, and talk, hear, and smell.

The employee must occasionally lift, carry, push or pull up to 20 pounds.

Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The work environment consists of an indoor, work or home office environment with good ventilation, adequate lighting, and low noise levels.

PRE-EMPLOYMENT TESTING

External hiring into this position is contingent upon the successful completion of a pre-employment drug screen and background check and possible credit history review.

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 (http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf) .

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