Director, Executive Talent Planning - REMOTE

Are you ready to accelerate your potential and make a real difference within life sciences, diagnostics and biotechnology?

Within Life Sciences, one of Danaher’s three segments, our work saves lives—and we’re all united by a shared commitment to innovate for tangible impact. 

You’ll thrive in a culture of belonging where you and your unique viewpoint matter. And by harnessing Danaher’s system of continuous improvement, you help turn ideas into impact – innovating at the speed of life.

The Life Sciences Platform of Danaher Corporation is comprised of more than 21,000 associates across more than ten operating companies. Our Life Sciences businesses empower our customers to develop diverse and impactful innovations — from investigating the causes of disease, creating therapies and vaccines, protecting fluid filtration on airplanes, testing food and water, to advancing pharmaceuticals and biopharmaceuticals.

Learn about the Danaher Business System which makes everything possible.

As a Director, Executive Talent Planning Life Sciences (LS), your role will focus on providing strategic talent and organizational insights to members of the LS Leadership Team. You will partner directly with the respective platform talent pipeline owner(s) (TPO) to ensure the company has the right talent to meet its strategic objectives, and align with the enterprise talent pipeline strategy. Responsibilities include assessing the talent pipeline, identifying gaps, and developing strategies to effectively close those gaps in collaboration with Business and HR Leaders, Talent Product Management and the Talent Centers of Excellence. 

This position reports to the VP Talent, Platform, and will be a USA-Remote role.

In this role, you will have the opportunity to:

• Build strategic partnerships with executives, HRBPs, and Talent Pipeline Owners to co-create talent strategies aligned with enterprise goals.
• Lead and influence across a matrixed organization to drive alignment and adoption of talent initiatives at the executive level.
• Assess executive talent pipelines, identify gaps and risks, and support standardized succession planning for future readiness.
• Collaborate with Talent COEs to implement enterprise-wide development programs and enable leadership capability-building.
• Use data, analytics, and emerging technologies to evaluate pipeline effectiveness, inform strategy, and enhance talent mobility.

The essential requirements of the job include:

• Bachelor’s degree in HR, Business Administration, or related field; Master’s preferred.
• 10+ years of proven experience in strategic talent management, with emphasis on pipeline development and succession planning.
• Strong grasp of talent management principles and challenges, with analytical skills to solve complex issues.
• Excellent communication and influencing abilities across stakeholders including leaders, HRBPs, and TA teams.
• Strategic thinker with the ability to deliver actionable insights and recommendations.

Travel, Motor Vehicle Record & Physical/Environment Requirements:

• Ability to travel – domestic and occasional international travel is required (up to 10%)

It would be a plus if you also possess previous experience in:

• Ability and interest to apply a product management mindset and methodology—user research, iterative design, stakeholder feedback loops, and agile development—to HR solutions.
• Strong project management skills to ensure timely delivery and adoption of talent planning products.
• Ability to translate business needs into practical and customer-centric solutions that scale enterprise-wide.

The salary range range for this role is $165,000-$185,000. This is the range that we in good faith believe is the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range. This range may be modified in the future.

This job is also eligible for bonus/incentive pay.

We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance and 401(k) to eligible employees.

Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

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Join our winning team today. Together, we’ll 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.

For more information, visit www.danaher.com.

Danaher Corporation and all Danaher Companies are committed to equal opportunity regardless of race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law.

The U.S. EEO posters are available here.

We comply with federal and state disability laws and make reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact:1-202-419-7762 or [email protected].