The Strategic HR Business Partner (SHRBP) plays a pivotal role in aligning human resources strategies with the overarching goals of the business. This role requires a forward-thinking HR professional who can act as a trusted advisor to senior leadership, driving key initiatives that enhance organizational effectiveness and workforce performance. You will leverage your deep understanding of business operations to develop and implement strategic HR solutions that foster a high-performance culture.

Key Responsibilities:

• Strategic Alignment: - Partner with executive leadership to understand business objectives and develop HR strategies that support long-term goals. - Drive the integration of HR strategies with business planning, ensuring alignment with organizational priorities.

• Organizational Development: - Lead organizational development initiatives, including restructuring, mergers, and acquisitions. - Design and implement programs that enhance organizational capability, culture, and employee engagement.

• Talent Strategy: - Develop and execute talent management strategies to attract, develop, and retain top talent. - Oversee succession planning, leadership development, and workforce planning to ensure a robust talent pipeline.

• Change Management: - Act as a change agent, leading and managing organizational change initiatives to support business transformation. - Develop and implement change management strategies to ensure smooth transitions and high levels of employee adoption.

• Performance Optimization: - Guide and support leaders in driving a high-performance culture through effective performance management practices. - Develop and implement performance improvement plans and interventions as necessary.

• Leadership Coaching: - Provide executive coaching to senior leaders, enhancing their leadership capabilities and effectiveness. - Facilitate leadership development programs to build strong, capable leadership teams.

• Employee Engagement: - Design and implement initiatives to enhance employee engagement, satisfaction, and retention. - Analyze employee feedback and engagement surveys to identify areas for improvement and develop action plans.

• Compliance and Risk Management: - Ensure compliance with all federal, state, and local employment laws and regulations. - Proactively identify and mitigate HR-related risks, ensuring best practices are followed.

Qualifications: - Bachelor’s degree in Human Resources, Business Administration, or a related field. Master’s degree or relevant certification (e.g., SHRM-SCP, SPHR) is highly preferred. - 7+ years of progressive HR experience, with at least 5 years in a strategic HR business partner or similar role. - Proven experience in leading HR initiatives at a strategic level, including organizational development and change management. - Exceptional strategic thinking and problem-solving skills. - Strong business acumen with a deep understanding of business operations and financials. - Excellent interpersonal, communication, and influencing skills. - Ability to build and maintain strong relationships with senior leaders and employees at all levels. - Proficiency in HRIS, data analysis, and Microsoft Office Suite. - High level of integrity, confidentiality, and professionalism. - Strong leadership and project management skills. - Adaptable and resilient, with the ability to thrive in a dynamic and fast-paced environment.

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. For more information, visit www.danaher.com.

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. Our associates, customers and shareholders contribute unique and different perspectives as a result of these diverse attributes.