Senior Human Resources Business Partner

Fortive•Irvine, CA

7h•Onsite

About The Position

At Fortive, where continuous improvement is our way of life, we are seeking a Senior Human Resources Business Partner (HRBP) to serve as a strategic advisor to senior leaders across Regulatory Affairs & Quality Assurance (RAQA), Research & Development (R&D), and Operations. This role sits at the intersection of business strategy and talent outcomes—translating evolving business priorities into focused people strategies that drive performance, capability, and organizational health. The ideal candidate brings strong business acumen, the ability to operate within technical and highly regulated environments, and a proven ability to influence senior leaders through data, insight, and clear recommendations. You will navigate complex people, organizational, and cultural challenges, deploying solutions which will drive business results. Your insights and guidance will be invaluable to senior leadership and people leaders throughout the company, informing strategic decision-making and HR initiatives. With your keen foresight, you will proactively identify potential business challenges and compliance issues, recommending workforce planning initiatives and people programs to enhance organizational effectiveness. You will help us stay ahead of industry trends, integrating benchmarkable best practices into HR strategy deployment, ensuring we remain at the forefront of innovation. If you are prepared to make a significant impact and guide people leaders on talent and culture matters, we invite you to join us at ASP. This role will be based Irvine, California and will partner with People leaders at all levels and fellow HR colleagues. The role reports to the Sr. Director of HR for the North America Region.

Requirements

10+ years of progressive HR experience, including direct partnership with senior leaders
Demonstrated ability to operate as a strategic advisor in complex, matrixed organizations
Strong experience in workforce planning, org design, and talent strategy
Proven project management skills and ability to use data and analytics to influence decisions
Ability to translate business strategy into talent implications
Track record of influencing leaders through ambiguity
Anticipates business, talent and compliance trends; recommends innovative improvements to our talent and culture programs and processes
Solves unique and complex problems with broad impact on the business; requires conceptual and innovative thinking to develop solutions
Demonstrated curiosity and adaptability in applying new technologies, including AI-enabled tools, to improve business and talent outcomes
Demonstrated impact across a range of clients, business operations and leading cross-functional projects, managing significant risk, resources and complexity
Takes a hands-on approach with high attention to detail.
Experience supporting technical or regulated environments (R&D, manufacturing, healthcare, etc.)
Experience working in COE-based HR operating models

Responsibilities

Partners with senior leaders across RAQA, R&D, and Operations to translate business priorities into clear talent strategies
Provides forward-looking insights on capability gaps, succession risks, and organizational effectiveness
Shapes leader decisions through data, pattern recognition, and scenario planning
Leads talent review synthesis, identifying enterprise-wide patterns, bench strength risks, and successor readiness
Coaches leaders on differentiated and impactful development action plans
Provides consultation to people leaders regarding goal setting and the full lifecycle of performance management inclusive of annual processes, feedback and coaching as part of the ongoing performance management inclusive of performance improvement plan consultation.
Provides guidance and support to managers on interpretation of HR policies, procedures, and best practices to promote an engaging and productive work environment and mitigate potential risks.
Works closely with people leaders to coach through employee relations matters that may arise.
May work closely with ER COE on workplace investigation inputs and countermeasure implementation.
Exhibits proficiency in workforce planning methodologies and tools to anticipate future talent needs and align workforce plans with organizational objectives.
Works closely with people leaders on multiple types of workforce actions, inclusive of ramp-up, acquisitions and single role eliminations, group restructuring in alignment with shifting business strategy.
Coaches leaders through organizational talent assessment.
Capable of analyzing workforce data to inform manager and business decision-making and optimize resource allocation.
Builds leader capability to independently manage performance, talent, and team effectiveness
Improves quality and consistency of people decisions (hiring, promotion, performance differentiation)
Coaches leaders to address issues early and directly, reducing downstream escalation
Possesses expertise in equipping managers with the necessary skills and tools to effectively select, develop, and retain top talent through the Organizational Talent Assessment/Talent Review process and related operating cadence.
Coach leaders on the appropriate development solutions for key talent and appropriate tools to conduct talent and development planning.
In partnership with the TA organization, involved in coaching people leaders on talent selection decisions.
In partnership with the Talent COE, may be called on to deliver training programs and resources to enhance manager capability in talent management practices.
Possesses a comprehensive understanding of strategies and tactics to coach/partner with people leaders in fostering an inclusive culture and driving employee engagement within the workforce.
Participates in problem solving efforts to understand root cause and co-develops the action plans with people leaders and teams to close the gaps.
Proficient in understanding the engagement data and trends and recommending and implementing initiatives to enhance employee engagement, retention, and productivity.
Serves as the connector between the business and HR COEs
Clarifies problem statements and ensures COE solutions are fit-for-purpose
Maintains accountability for business outcomes, while leveraging COEs partnerships