HR Generalist II

Danaher•Round Rock, TX

6d•$70,000 - $90,000•Remote

About The Position

Join our team as a Human Resources Generalist II where you’ll be at the center of how we support and grow our North America commercial teams, turning people insight into action and helping leaders deliver consistently great employee experience. You’ll lead stay and exit interview programs to surface engagement and retention opportunities, partner with HRBPs to translate themes into practical countermeasures, and bring data to life through monthly metrics, ops boards, and talent action insights. You’ll also serve as a trusted partner to HRBPs and sustaining critical onboarding and HR tools (including Enboarder and Workday). Along the way, you’ll keep our annual HR rhythm running smoothly through crisp calendars and communications, and you’ll elevate leader capability by coordinating leadership training and delivering monthly micro-learning sessions. This position reports to the Sr Director, Human Resources - North America Commercial Organization (NACO) and is part of the NACO Human Resources team in North America and will be fully USA remote.

Requirements

Bachelor’s degree with 2+ years of HR experience
A Human Resources background spanning many aspects of the discipline, including employee relations, learning & development, talent management, and recruiting.
Ability to travel up to 10% domestically

Nice To Haves

Experience working in a matrixed HR environment with shared services, COEs, and HR Business Partners.
Demonstrated experience in LEAN, Six Sigma, or other continuous improvement environments. Analytical skills will be key.
Strong conflict resolution skills and a solid background in conducting investigations.
Experience using data and dashboards to identify risks, tell a clear story, and support decision‑making with leaders.

Responsibilities

Drive engagement and retention insights for the North America commercial organization; coordinate monthly HR operations, metrics, and talent actions; and sustain core HR programs, tools, calendars, communications, and leadership enablement.
Lead stay and exit interview programs; synthesize insights and partner with HRBPs and leaders on actionable countermeasures; consolidate monthly metrics and prepare ops boards/reporting; support onboarding, Enboarder, Workday transactions, DHR Assist liaison activity, and ad hoc reporting; and maintain the annual HR process calendar, communications plan, training logistics, and monthly micro-learning.
Deliver clear visibility to engagement and retention themes; timely countermeasure execution with HRBPs and leaders; reliable monthly HR operations cadence; improved tracking of risks and key talent actions; consistent manager and new hire onboarding experience; accurate and timely HR tool/process execution; and strengthened leader capability through coordinated training and micro-learning.