Sr Director, HRBP Global Commercial

Danaher Corporation•Marlborough, MA

1d•$230,000 - $280,000•Onsite

About The Position

The Sr. Director, Human Resources Business Partner (HRBP) Global Commercial, will be responsible for short and long-term strategic leadership of all aspects of HR management for Commercial, Services, Product Management and Marketing. You will serve as an advisor and counsel to the leaders and their global leadership team in an effort to help them achieve their business goals through effective HR strategy and provide guidance as needed for effective decision making. This position reports to the Vice President, Human Resources located in Marlborough-MA and will be an on-site role.

Requirements

Undergraduate degree, 15+ years of progressive leadership roles in HR, MBA preferred
Progressive experience in strategic HR business partnering, organizational effectiveness, and change leadership, with demonstrated ability to advise senior 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 effectively in complex, matrixed, and global environments, including influencing without authority and aligning diverse stakeholders.
Willing to travel approximately 25% of the time.

Nice To Haves

Supporting mergers, acquisitions, or large‑scale business transformations.

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 senior 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 shape organizational design, workforce strategy, succession planning, and critical capability development.
Coach leaders to build a strong leadership bench, inclusive behaviors, and sustained performance.
Drive accountability for leadership effectiveness, engagement, and culture outcomes.
Lead organization design, workforce planning, and structural changes aligned to business strategy.
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 complex change initiatives, 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.