The Talent Leader, Enterprise Functions is a key member of Danaher's global Talent Management Team and is responsible for supporting functional talent development across the enterprise. The Talent Leader partners closely with enterprise functional leaders (eg. Corporate HR, finance, IT leaders) and corporate, platform, regional and OpCo HR teams to utilize talent planning processes and analytics to help develop, engage, retain and deploy the best talent to grow our business and grow great careers.
o Partner with HR and enterprise functional leaders to ensure quality execution of talent planning processes (annual functional talent planning, quarterly chessboarding, OTA action follow-up, talent analytics, coordinated career conversations)
o Bring VOC & design input to regional, platform and enterprise talent processes, programs, metrics and initiatives and share best practices across the enterprise functional teams to drive results in functional talent management
o 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
o Champion internal search & open market with leaders and associates
o Lead chessboard process for enterprise functions in partnership with Corporate and Platform HR to support movement and career growth across OpCos and Platforms
o Partner with Corporate and Platform HR to monitor state of talent in enterprise functions and associated succession plans, career plans and development plans
o Work with Corporate Leadership Development and Org Learning teams to identify functional competencies and learning needs to support functional development
o In partnership with OpCos and Platforms, identify functional nominees for Danaher Leadership Development programs
o Partner with Corporate and Platform HR and enterprise functional leaders to lead annual Functional Talent Planning process for enterprise functions
o Understand the business needs and strategy of the organization and the associated organizational and key talent issues
o Coordinate with opco, regional, platform, and enterprise teams to define common and unique needs and plan for who will address those
o 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
o Utilize internal and external data to identify skill and talent gaps (Demand)
o Analyze talent and related metrics against targets
o Mine associate, manager-generated and org-level talent data for insights
o Identify trends, gaps and continuous improvement opportunities
Talent Management Solid knowledge of 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.
Influence & 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 understand and navigate varied interests and effectively 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.
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 7-10 years in Human Resources roles, including HR Generalist responsibilities; experience in Talent Management leadership role preferred.