Head of HR, Business Groups

Agilent Technologies•Santa Clara, CA

3d•$255,072 - $398,550•Onsite

About The Position

As a global leader in laboratory and clinical technologies, Agilent is passionate about bringing great science to life. Their commitment to quality and innovation supports cutting-edge life science research, patient diagnostics, and ensures the safety of water, food, and pharmaceuticals. Agilent provides trusted answers to scientists' and clinicians' most critical questions and challenges. Leveraging more than 50 years of expertise, they create advanced instruments, software, and consumables supported by teams of highly skilled and knowledgeable people. With 18,000 employees around the world, their global reach and comprehensive solutions provide the most reliable and accurate results, as well as optimal scientific, economic, and operational outcomes. They work collaboratively with their customers on their journey to make a real difference in human lives. Their culture is founded on trust, respect, and uncompromising integrity, and they pride themselves on being a dynamic and inclusive workplace that celebrates diversity and fosters innovation. Agilent is undergoing a significant enterprise transformation to become a more market-focused, customer-centric, and agile company. As part of this evolution, the Associate Vice President, Human Resources Business Partner, Business Groups will play a critical leadership role in shaping the people strategy for Agilent’s three business units: Life Sciences and Diagnostics Markets Group, Applied Markets Group, and Agilent CrossLab Group. Reporting to the Chief Human Resources Officer and serving as a key member of the HR Leadership Team, this leader will partner directly with the three business group Presidents and their leadership teams. The role will advise C-suite leaders, contribute to corporate and business group strategy, and translate enterprise, functional, and commercial priorities into integrated workforce and talent strategies that enable business performance, organizational agility, and long-term leadership capability. This leader will support Agilent’s three business groups: Life Sciences and Diagnostics Markets Group (LDG): focused on pharma, biopharma, clinical, and diagnostics end markets, spanning technology platforms and solutions across research and discovery, development and scale-up, production of therapeutics, cancer diagnostics, genomics, pathology, and related capabilities. Applied Markets Group (AMG): focused on food, environmental, forensics, chemicals, and advanced materials markets, with platforms including gas chromatography, mass spectrometry, spectroscopy, and vacuum technology. Agilent CrossLab Group (ACG): focused on supporting customers across all Agilent end markets through services, software and informatics, automation, consumables, and workflow solutions that strengthen customer connections and productivity in labs.

Requirements

15+ years of progressive HR experience, including typically 10+ years of increasing managerial responsibility in complex, global organizations.
Experience advising C-suite or senior executive leaders and translating business priorities into workforce and talent strategies.
Demonstrated expertise in strategic workforce planning, talent management, succession, organizational design, organizational effectiveness, and change leadership.
Experience leading and developing senior HR professionals and raising the quality of strategic advisory support.
Demonstrated success directing complex plans and initiatives through subordinate leaders and teams, including accountability for team resources and budgets.
Strong business and financial acumen, executive presence, and consulting and coaching capabilities.
Ability to translate workforce data and external insights into clear, actionable recommendations.
Fluency with AI-enabled HR capabilities and evolving workforce trends.
Bachelor’s or master’s degree, or equivalent experience; MBA preferred.

Responsibilities

Translate corporate, enterprise, and business group priorities into one- to three-year workforce and talent plans that balance near-term business needs with Agilent’s longer-term strategy.
Serve as a trusted advisor to the three business group Presidents and their leadership teams, bringing enterprise perspective, business fluency, and candid counsel on organization, leadership, talent, and workforce implications.
Partner with senior P&L owners to understand business performance drivers, market dynamics, portfolio priorities, and operating model needs; translate those insights into people strategies that enable growth, productivity, innovation, and customer impact.
Strengthen organizational and leadership capability through strategic workforce planning, organizational design, succession planning, executive coaching, and leadership development; actively select, assess, and develop the next generation of enterprise leaders.
Improve executive decision-making by surfacing workforce trends, organizational risks, leadership gaps, and talent opportunities; engage senior leaders in candid, constructive dialogue focused on shared outcomes.
Build and lead a high-performing HRBP team, including Senior HR Business Partners and HR Business Partners; set direction, manage resources and budgets to plan, raise the quality of strategic advisory support, and hold leaders and teams accountable for delivering on commitments.
Lead the people dimensions of major, complex business transformations, including M&A, organization redesign, portfolio shifts, operating-model changes, and enterprise-wide ways-of-working changes.
Partner across HR Centers of Excellence, HR Operations, Total Rewards, Talent Acquisition, Talent Management, Legal, Finance, and business leaders to deliver integrated, scalable solutions that meet business needs while reinforcing Agilent’s enterprise priorities.
Advance Agilent’s HR operating model by seeking better, simpler solutions; recommend and advocate for policy and program changes; and embed AI-enabled capabilities, tiered service delivery, digital tools, and scalable ways of working.
Use workforce analytics, external insights, and business data to anticipate talent risks, inform choices, and shape actionable recommendations for senior executives.
Champion Agilent’s leadership expectations and culture by creating clarity, generating energy, delivering success, and demonstrating executive presence, integrity, and enterprise-first decision-making.