Director, Human Resources Business Partner, Global Commercial HQ

Danaher•Deer Park, TX

40d•Onsite

About The Position

The Director, Human Resources Business Partner - Global Commercial HQ for Leica Biosystems, a part of Danaher Diagnostics, is a senior individual contributor and strategic partner to business and functional leaders, accountable for translating business priorities into practical people strategies that enable growth, productivity, organizational effectiveness, and sustainable performance. This role supports Global Customer Care and North America Field Service teams, partnering with leaders to address talent, culture, workforce planning, organizational design, and change priorities. The HRBP maintains ownership of the people agenda for the supported client group while partnering closely with People Partners, COEs, and HR Shared Services to ensure scalable, compliant, and consistent execution. This position reports to the Sr. Director, HRBP Commercial and is part of the Diagnostics Human Resources Leica Biosystems team located in Deer Park, IL, and will be an on-site role in Deer Park, IL.

Requirements

Undergraduate degree with 12+ years of progressive HR experience, including HR business partnering, organizational effectiveness, and leadership advisory experience; MBA or advanced degree preferred.
Progressive experience in HR business partnering, organizational effectiveness, and change leadership, with demonstrated ability to advise leaders and translate business needs into practical people solutions.
Demonstrated experience designing and leading talent and leadership development approaches (e.g., succession planning, bench assessment, capability building) in partnership with leaders.
Demonstrated data fluency and experience leveraging digital, analytics, or AI enabled tools to inform recommendations, influence decisions, and measure outcomes.
Strong business and financial acumen; ability to assess tradeoffs and prioritize investments that support sustainable performance.
Continuous improvement mindset; familiarity with lean principles and structured problem solving applied to HR processes and outcomes.
Proven ability to operate as a senior individual contributor HRBP for a defined Diagnostics function, site, country, or business segment with moderate complexity, influencing leaders, aligning stakeholders, and driving execution through a matrixed HR delivery model.

Nice To Haves

Previous experience in supporting mergers, acquisitions, or large‑scale business transformations.
Previous experience providing high level HR Support within a Commercial organization.
Providing direct and actionable feedback, support others in facing difficult situations/decisions while willing to do the same, and champion potentially unpopular ideas based on strong judgement.
Experience operating in a complex, matrixed, and global organization.
Experience in regulated environments, managing HR governance with high confidentiality and integrity.

Responsibilities

Translate business strategy into an integrated people strategy aligned to growth, productivity, organizational priorities, and enterprise guardrails.
Serve as a trusted advisor and coach to business and functional leaders on talent, organizational effectiveness, leadership capability, and change.
Leverage technology and apply people data, business metrics, and external insights to inform decision‑making and demonstrate HR’s impact on business outcomes.
Reinforce enterprise values and expected leadership behaviors across the organization.
Partner with leaders to support organizational design, workforce planning, succession planning, and critical capability development for the supported client group.
Coach leaders to build a strong leadership bench, inclusive behaviors, and sustained performance.
Drive accountability for leadership effectiveness, engagement, and culture outcomes.
Support organization design, workforce planning, and structural changes aligned to business and functional priorities.
Identify and address capability gaps, critical roles, and future skills requirements.
Balance enterprise consistency with local business needs to enable scalable, fit‑for‑purpose solutions.
Partner with Legal, Finance, and COEs on complex, sensitive, or high‑risk people matters—owning decision quality, not case management.
Lead and support change initiatives for the supported client group, including reorganizations, workforce transitions, and business transformations.
Sponsor and guide change adoption while ensuring execution through People Partners, COEs, and HR Operations aligns with intended outcomes.
Proactively surface risks, dependencies, and decision points, escalating as needed.