Vice President, Human Resources

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, associate 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 Abcongoing 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.

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.
• Champion change and support the transition of Abcam into the Danaher family.
• Champion Abcam’s values and culture; continue the company’s ability to attract, engage, and retain a high-performance team that can lead growth.
• Lead from the front and drive efforts to strengthen inclusive culture.
• Manage key HR KPI’s/metrics (talent acquisition, engagement, development, retention, etc.).
• Lead the Engagement Survey process including actions to improve associate engagement.
• Advocate 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.

Key Objectives Critical Success Factors:

• Organization business targets achieved.
• Key talent KPI targets met including:
• Internal Fill Rate
• Retention/Voluntary turnover
• Time to fill for external hiring
• Engagement survey results
• Succession planning and talent funnel improvement
• Representation
• Achievement of strategic and annual talent goals and timely execution of Organization and Talent improvement actions.
• Timely design of compensation and incentive plans linked to achieving growth targets.
• Completion of training and development programs with high quality.

Key Processes:

• 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

Compensation:

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.

At Danaher we bring together science, technology and operational capabilities to accelerate the real-life impact of tomorrow’s science and technology. We partner with customers across the globe to help them solve their most complex challenges, architecting solutions that bring the power of science to life. Our global teams are pioneering what’s next across Life Sciences, Diagnostics, Biotechnology and beyond.

At Danaher, 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.