Biotechnology and Pharmaceutical, Human Resources, Information Technology, Research & Development, Environmental
Sr. Director, Talent & Culture Strategy
As a global leader in mass spectrometry, SCIEX delivers solutions for precision detection and quantification of molecules to help protect and advance the wellness and safety of all. Because of our 50 years of groundbreaking innovation, our customers can quickly respond to environmental hazards, better understand biomarkers relevant to disease, improve patient care in the clinic, bring relevant drugs to market faster, and keep food healthier and safer. At SCIEX, youll find a rewarding role that amplifies your impact on the world and helps you realize lifes potential.
SCIEX is proud to work alongside a community of nine fellow Danaher Life Sciences companies. Together, were pioneering the future of science and medicine, developing products that enable researchers in the fight to save lives.
Join Sciex as their Senior Director of Talent and Culture Strategy, where you get to influence and drive strategies to advance Sciex to next level!
The Senior Director, Talent and Culture Strategy will play an integral role and enable business growth and a high-performing organizational culture by developing, implementing, and leading innovative, effective talent strategies and culture initiatives that attract, grow and retain a diverse, top-talent leadership pipeline. As a member of the HR Leadership Team, reporting to the SCIEX Vice President, Human Resources & Internal Communications, you will drive talent and culture excellence and optimize across the global entitys talent processes and culture initiatives and programs as well as promote and facilitate the successful management of the Danaher Business System (DBS) within the Global Human Resources (HR) function.
Primary areas of responsibility:
Lead and execute talent planning frameworks, processes, and tools to identify, develop and deploy internal talent, integrating business and workforce succession plans to meet current and future business needs through our Organizational Talent Assessment (OTA).
Work closely with the business to continuously understand their evolving needs and find opportunities to deliver through talent solutions, such as leadership development programs, talent assessments, etc.
Create insights through analytics demonstrating internal and external data to identify skill and talent gaps. Analyze talent gaps and related metrics compared to objectives. Benchmark and my associate, leader generated, and org level talent data for insights as well as seeking VoC for further talent insights and benchmarking.
Lead our Performance and Development For Growth processes, with a specific focus on robust career and development planning strategies, solutions, and support for our Associates and People Leaders.
Learning & Development:
Deploy learning resources and strategies that foster the continuous, sustainable development of talent. Actively develop people leadership and change leadership competencies and capabilities throughout the organization.
Focus on the full employee life cycle through talent management for the global enterprise. (e.g. on-boarding, progression through the talent funnel, retention & engagement).
Identify, cultivate and coach high-potential talent through intentional career journeys, cross-enterprise experiences (e.g. rotations or talent moves), and leadership competency development.
Assess coaching/mentoring/sponsorship programs and deploy as identified by broader business and talent strategy and current needs of the business.
Organizational Effectiveness & Change Management:
Broad understanding of the technical and functional components of human resources, including recruiting, talent management, organizational design/development, succession planning, leadership development, compensation; compliance; planning; M&A due diligence and integration, associate communications; training and development, and associate relations.
Support business-led transformation initiatives (e.g. M&A) by implementing and demonstrating talent practices (e.g., talent assessment, competencies development, organization design, and effectiveness, etc.).
Advance and sustain talent strategies, practices, and processes to support the attraction, development, and retention of diverse talent and the ongoing evolution of our culture of inclusion.
Build and manage a diverse leadership talent pipeline, cultivating talent both internally and externally.
DBS (Continuous Improvement Strategy):
Develop and execute the HR DBS roadmap which is aligned to the HR strategic plan and its commitment to continuous improvement.
Drive continuous improvement of processes through kaizen and problem-solving. Lead change management and findings to drive DBS culture and methodologies across the full organization.
Education and/or Work Experience Requirements:
Bachelors degree in relevant field required; Masters degree in business, Organizational Behavior, Human Resource Management, or related field preferred.
10+ years of proven experience leading in human resources and/or business partnerships.
5+ years of experience working in or leading progressive Talent Management, Diversity and Inclusion, and Culture System functions with experience in global companies producing products in a complex global environment, or equivalent transferable work experience.
Demonstrated ability to promote an inclusive work environment and support workforce diversity.
Strong intuition for business and ability to apply human capital implications.
Ability to synthesize business data and develop innovative and holistic HR solutions that are forward-thinking and innovative.
The candidate must have solid team skills, the ability to build relationships, and be able to work efficiently and effectively with associates at all levels of the organization.
Strong understanding/ application of organizational change and process excellence principles.
This position is a remote and could sit anywhere, preferred location is MA with up to 40% travel.
Key Competencies: Optional/Additional thoughts
The effective developer of talent with the ability to work effectively in a team environment, with a track record of building and developing robust cross-functional leadership teams.
An inclusive and authentic leader that and earns trust and builds psychological safety in a global organization with a high degree of awareness and actions that foster a diverse and inclusive team.
Aspiration for career growth and demonstrated potential for future promotability to a larger and more senior leadership position.
When you join us, youll also be joining Danahers global organization, where 69,000 people wake up every day determined to help our customers win. As an associate, youll try new things, work hard, and advance your skills with guidance from dedicated leaders, all with the support of powerful Danaher Business System tools and the stability of a tested organization.
Danaher is committed to a diverse and inclusive culture where everyone feels they belong and all voices are heard. We believe in our associates and the unique perspectives they bring to every challenge, which is why well empower you to push the boundaries of whats possible.
If youve ever wondered whats within you, theres no better time to find out.
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.