Director HR, Americas in San Jose, California at Molecular Devices

Date Posted: 7/12/2018

Job Snapshot

Job Description

Job ID: MOL001997

About Us

Molecular Devices, LLC creates innovative, high-quality bioanalysis solutions that increase our customers’ productivity.  By joining Molecular Devices, you will work with best-in-class people who share a common purpose - to be our customers' first choice for systems, consumables, software, and support that advance both basic and applied life science discovery.  Our core values are critical elements of our past and future success -- The best team wins.  Customers talk, we listen.  Continuous improvement is our way of life.  Leading edge innovation defines our future.  We compete for shareholders.


Molecular Devices is looking for an impactful, driven HR leader responsible for the short term and long term strategic leadership of all aspects of HR management within the Americas (US and limited presence in Canada and Brazil) region for Molecular Devices.  This leader will serve as a senior advisor and counsel to the top functional leaders in the organization helping them achieve business goals through effective human resource talent strategies, practices, and council. He or she will serve as a thought leader and partner in advancing organizational capabilities and effectiveness.  

The incumbent is also responsible for providing leadership, direction, and development opportunities to the regional Human Resource team in the following areas of responsibilities and creating/maintaining a highly productive and engaging team and work environment.  As a member of the HR leadership team and intended part of the succession pool for the VP Global HR role, the Director will also participate in and lead broader global projects or initiatives and support the other regions as needed.  


HR Leadership/Partnership:  Partner with clients to identify and address the critical needs of the business and achieve goals that support a long-range people strategy.  Support global and regional HR initiatives designed to build a compliant, competitive and cost-effective HR function.

  • Lead HR processes, initiatives and day to day activities for the region
  • Partner with assigned business leaders on planning and implementing reorganizations, organizational effectiveness opportunities and culture/change initiatives.
  • Manage special HR projects to achieve desired outcomes and participate on project teams as assigned
  • Will be involved and/or lead various activities related to due diligence and integration efforts supporting MolDev’s M&A growth plans
  • Develop HR programs and identify/monitor key HR metrics to analyze and solve business problems that impact organizational effectiveness (improve productivity, reduce cost, increase retention/engagement, and increase profitability)

Talent Management: Partner with HR leaders, business leaders and Danaher/Platform resources to effectively lead and drive having ‘ready now’ diverse talent aligned and developing toward succession and growth needs of the organization.

  • Effectively lead ongoing and annual processes including Performance for Growth (P4G), Development for Growth (D4G), Organizational Talent Assessment (OTA), talent movement and development processes and activities 
  • Lead the organizational review process that evaluates structure, competency, knowledge and talent gaps and develop specific strategies to fill the gaps; 
  • Partner with business leaders on initiatives that engage associates and drive retention of key talent.

Talent Acquisition:   Partner with Platform/DHR resources, agencies, and other TA partners in driving and improving (both in process, timeliness and quality) the diverse and capable talent we bring into Molecular Devices.

  • Champion the company’s values and culture and internal and external brand to continue the company’s ability to attract, engage, and retain a high-performance team supporting organizational growth
  • Ensure effective, engaging on-boarding process to promote new hire productivity
  • Drive a talent acquisition and management strategy that integrates a succession planning methodology for key contributor and management positions.

Culture & Engagement: Partner with business leaders on initiatives that engage associates, drive a culture of innovation and inclusion, and promote retention of key talent. 

  • Foster constructive associate relationships across the operations organization
  • Understand associate needs and facilitate effective communication channels between leaders and associates
  • Sponsor and drive events and programs designed to increase employee engagement
  • Consult with and advise business managers on disciplinary process and risk assessment on employee relations and performance related issues.

Employee/Labor Relations/Compliance: 

Ensure compliance with federal & local employment law; drive compliance with all corporate and local policies including Ethics & Compliance Programs

  • Assure accurate AAP record keeping and timely local plan administration 
  • Work with global compliance team to assign investigators to hotline reports
  • Ensure employee data and records are accurately maintained. Liaison with DHR Employment Counsel or ER for HR for advice on relevant ER matters.

Total Rewards: Partner with HR Centers of Excellence and leadership effectively leveraging and implementing total reward programs and processes including competitive offers, merit review; equity planning; bonus planning; promotions; special adjustments.

Key Measurements of Success:

  • Engagement index and priority areas showing YOY improvement.
  • Turnover 5% or less.
  • Speed to Hire; TTF 60 days.
  • Talent funnel and succession health
  • Diversity and Inclusion health
  • Completion and quality of associate objectives and development plans
  • Compliance training completion
  • Closing investigations within 30-60 days with effective countermeasures and sustainment

Job Requirements


  • BA/BS degree required, SPHR certification or Masters level degree desired
  • 10+ year overall HR business partner experience required with some experience in a complex, global organization.
  • As a leadership succession pool, candidate must have ability, agility and aspiration to lead global functions and teams in the future.  Ideal candidate will have 3-5 years of people leadership experience.
  • Demonstrated success in leading significant projects, processes, and programs globally.
  • Continuous Improvement mindset is essential.
  • Must be willing to travel 20-25%.

Skills and Attributes

  • Broad understanding and expertise for the technical and functional components of HR including talent acquisition, talent management, organizational development, training & development, comp & benefits, compliance, communication, and change management.
  • Ideally will have experience in M&A due diligence and integration work.
  • Strong leadership capability with a track record of building and rebuilding strong teams, developing HR talent.
  • Ability to collaborate, build followership and buy-in, coach, and drive change across a variety of stakeholder groups in a global environment. 
  • Strong ability to communicate in a persuasive, clear and succinct manner.
  • Analytical skills that include the understanding of how to collect critical data, identify key themes and trends and translate them into plausible recommendations.
  • Ability to drive ideas to action by creating an action plan, identifying necessary resources, working through obstacles and monitoring and executing the plan.
  • Demonstrated perseverance and patience in overcoming challenges and obstacles.
  • Ability to think proactively, create solutions, prioritize and influence others

Danaher Corporation Overview

Danaher is a global science & technology innovator committed to helping our customers solve complex challenges and improve quality of life worldwide. Our world class brands are leaders in some of the most demanding and attractive industries, including life sciences, medical diagnostics, dental, environmental and applied solutions. Our globally diverse team of 67,000 associates is united by a common culture and operating system, the Danaher Business System, which serves as our competitive advantage. We generated $18.3B in revenue last year. We are ranked #162 on the Fortune 500 and our stock has outperformed the S&P 500 by more than 1,200% over 20 years.
At Danaher, you can build a career in a way no other company can duplicate. Our brands allow us to offer dynamic careers across multiple industries. We’re innovative, fast-paced, results-oriented, and we win. We need talented people to keep winning. Here you’ll learn how DBS is used to shape strategy, focus execution, align our people, and create value for customers and shareholders. Come join our winning team.