Director, Talent Management in Loveland, Colorado at Hach

Date Posted: 8/1/2019

Job Snapshot

Job Description

Job ID: HAC007025

About Us

Hach is a world leader in the manufacture and distribution of analytical instruments, test kits and reagents for testing the quality of water, aqueous solutions and air. Our products are designed specifically for quality, accuracy, and simplicity. Strengthened by our sister companies in the environmental industry worldwide, our goal for the future is to continue to provide customers with reliable instrumentation, accurately prepared reagents, proven methods, simplified procedures and outstanding technical support. We offer an environment that is team-centered, customer-driven, quality-focused, and growth-oriented. Working at Hach will provide you the opportunity for robust career development.

OUR MISSION: Ensuring water quality for people around the world.
OUR VISION: We make water analysis better – faster, simpler, greener and more informative – via unsurpassed customer partnerships, the most knowledgeable experts, and reliable, easy-to-use solutions.


Danaher`s Water Quality Business is a global leader in water quality analysis and treatment, providing instrumentation and disinfection systems to help analyze and manage the quality of ultra-pure water, portable water, wastewater, groundwater and ocean water in residential, commercial, industrial, and natural resource applications. Our water quality business provides products under a variety of brands, including HACH, ChemTreat, and Trojan Technologies.


Due to an internal promotion, Hach is seeking a Director, Talent Management. The Director, Talent Management will play a vital role in leading the talent management strategy for Hach in partnership with the Vice President, Global Human Resources.  The Director, Talent Management will be responsible for development of the Hach leadership, learning and talent development programs, mentoring, organization design, and all talent and succession planning processes across the global entity.  These include: performance management, Organizational and Talent Assessments, program management, and building talent pipelines for senior succession roles.
As key architect of the framework, s/he will have accountability, directly or indirectly, for the success of all initiatives at the corporate, platform and operating company levels.  The Director, Talent Management will also oversee: high potential development programs, learning vendor management, development planning tools, competency models, related employee engagement initiatives, assessment and testing, learning technology and HR professional development, all leveraged against the Danaher Business System’s (DBS) operating model.  


Build Talent Capability (30%)

  • Partner with HR and enterprise functional leaders to ensure quality execution of talent planning processes (annual functional talent planning, quarterly chessboarding, OTA action follow-up, talent analytics, coordinated career conversations) 
  • Provide business VOC for design of core talent processes and development initiatives and coordinate nomination process of development programs, share VoC for input into design for OpCo, regional, platform and enterprise talent processes, programs, metrics and initiatives and share best practices across the enterprise functional teams to drive results in functional talent management
  • Improve organizational effectiveness through the development and deployment of solutions to enhance leadership, improve productivity, and drive a performance culture
Engage and Develop Talent (40%)
  • Enable movement of talent by being a champion of succession planning and talent movement within Hach, across the Water Platform and Danaher; prepare for and participate in Hach chessboard process and partner with platform Talent leader to drive internal search process/maximize internal fill
  • Lead chessboard process to support movement and career growth across Hach
  • Partner with VP Global HR to monitor state of talent in enterprise functions and associated succession plans, career plans and development plans
  • In partnership with VP Global HR/L1 Leaders, identify functional nominees for Danaher Leadership Development programs
  • Focus on further professionalizing the full employee life cycle through talent management for the global corporation. (i.e. on-boarding, progression through the talent funnel, retention & engagement)
Understand Needs and Plan (20%)
  • Partner with VP Global HR to lead annual Functional Talent Planning process for Hach
  • Understand the business needs and strategy of the organization and the associated organizational and talent issues 
  • In partnership with HRBPs and VP Global HR, identify talent strategies/initiatives to address enterprise gaps and opportunities leveraging existing opco, regional, platform and enterprise initiatives where available
Create Insights Through Analytics (10%)
  • Utilize internal and external data to identify skill and talent gaps (Demand)
  • Analyze talent and related metrics against targets
  • Mine associate, manager-generated and org-level talent data for insights

Job Requirements


  • Proven leader in leadership and talent management and development, having led end-to-end talent management across a global company with measurable results of success in:  ROI of the talent function, programs and initiatives; retention of key executive talent; and development of a robust leadership pipeline that meets the growth agenda of businesses around the globe.  
  • Worked in an environment where employee engagement is known to be in the top quartile of Fortune Companies – or brings evidence of success in driving the numbers to new highs, because of initiatives set forth.  
  • Serve as a “Thought Leader” driving innovative processes and solutions; “Consultant” to the team of HR leaders responsible for the successful execution of all initiatives; and a proven “Manager”, ensuring flawless execution of all plans, programs and initiatives, and taking on any other tasks as required.
  • Demonstrates success in partnering across a de-centralized company, and leading talent management in a highly accountable, results-focused company, where leaders at all levels focus on demonstrating visible commitment to core values and operating principles and practices.
  • Has significant global leadership experience, working across cultures and geographies. Noted experience in emerging markets.
  • Bachelor's Degree in Business, Human Resources, Sociology, Psychology or related field required; Masters degree in business, organizational behavior, HR management, or related field preferred.
  • Overall 10+ years HR experience; experience in talent development, organization development, or succession planning preferred.
  • 30-40% (depending on location)

Work Environment 
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 
The work environment consists of an indoor, work or home office environment with good ventilation, adequate lighting, and low noise levels. 
The duties listed in job descriptions are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

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 71,000 associates is united by a common culture and operating system, the Danaher Business System, which serves as our competitive advantage. We generated $19.9B in revenue last year. We are ranked #162 on the Fortune 500 and our stock has outperformed the S&P 500 by more than 5,200% over 25 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.
Danaher is committed to competitive compensation that typically has key components including base salary, variable annual incentive compensation based on personal and company performance, and long-term incentive.