Thermo Fisher Scientific Sr Director, HR- Transplant Diagnostics Division in Canoga Park, California

Job Description

The principal focus of the incumbent is to be the human resources strategic business partner for the President of the Transplant Diagnostics business. In this capacity, the incumbent is a member of the business unit senior management team and is directly involved with the major business decisions of the organization, including the strategy, organization and team development, and business operation decisions. Further, the incumbent will be responsible for driving excitement, competency and excellence across the five (5) areas below:

1. Provide matrix leadership to the field Human Resources teams:

  • Develop and articulate a human resources global strategy, which is aligned with the Division and Group.

  • Build talented, engaged, and high performing human resources teams.

  • Lead within a matrixed organization design.

  • Drive a passion for high performance human capital practices and outcomes through business leadership and the site Human Resources leaders.

  • Create strong relationships/partnerships and leverage the Human Resources Centers of Excellence to ensure outstanding, full service support to the business.

2. Build a highly talented workforce through strong talent acquisition:

  • Develop key relationships with the Talent Acquisition Center of Excellence communicating the human capital needs of the business and partnering in order to build a strong talent pipeline.

  • Drive manager competency in the interview and selection process so that “A” talent is identified and selected.

  • Drive initiatives that will continually improve our diversity.

3. Build a highly engaged workforce:

  • Use expertise and tools such as the Employee Involvement Survey to partner with leaders in implementing ideas and solutions that will drive employee engagement levels.

  • Ensure performance and rewards programs including the annual Performance Management Development (PMD) process and variable pay programs are effectively executed.

  • Lead the employee relations strategy.

  • Leverage the internal culture, values, mission and vision to inspire and engage employees.

4. Develop the capabilities of the leadership team and employee base:

  • Build highly competent leadership teams and workforce in partnership with the Centers of Excellence.

  • Coach, develop and assess leaders through the use of established tools and new tools that will develop the workforce to include robust performance management, leadership training, 360 feedback instruments, individual development plans, etc.

  • Lead the Human Resources Review (HRR) process and work closely with leaders to understand individuals/teams, develop succession plans and growth strategies for employees, and ultimately drive focus and accountability for building a world class organization.

  • Be the top thought partner to the senior leadership teams providing decision support on the human capital dimension of the business.

  • Drive PPI lean methodology as a way of continuously improving the way we do business and actively lead, participate and support PPI teams.

  • Partner with leadership on strategic initiatives, organization development, change management, and complex employee issues in order to strengthen overall organizational capability.

5. Drive a high performance culture:

  • Drive our philosophy of employee differentiation to recognize and reward our best, and use coaching and counseling to continually improve performance levels.

  • Foster a climate of strong accountability, responsibility, ownership and results orientation.

  • Ensure alignment of HR processes including the Human Resources Review (HRR), Performance Management and Development (PMD), Quarterly Business Reviews (QBR), etc. with strategic and operating goals.

  • Champion the use of analytics to measure the effectiveness of human capital practices and make changes as needed.

  • Perform other duties as assigned.

Minimum Requirements and Qualifications:

  • Bachelor's degree in Human Resources or business related field. Master’s degree and HR certification preferred.

  • 12-15 years human resources experience with substantial expertise in a generalist and business partner capacity with a large, matrixed company. 5+ years’ experience leading a team.

  • Significant experience supporting manufacturing operations with time based in a plant, including union/labor/works council relations.

  • Strong written and verbal communication skills; strong interpersonal and organization skills; and, demonstrated ability to develop and maintain strong relationships.

  • Demonstrated ability to inspire people, including building high levels of trust and commitment.

  • Exceptional performance and a record of achievement demonstrating leadership capabilities.

  • Demonstrated ability to build talented, engaged high performing work teams.

  • Demonstrated ability to lead the successful execution of high performance human capital practices across multiple facilities/geographies, globally.

  • Demonstrated competence and experience in broad fields of human resources including organization design, restructuring and change management, talent acquisition, employee engagement and relations, talent and organization development, performance management, compensation and benefits.

  • Experience with continuous process improvement methodologies (Lean Manufacturing, Six Sigma, Practical Process Improvement, etc.)

  • Must possess excellent verbal and written communication skills.

  • Proven project and time management skills with ability to thrive in a fast paced environment and handle multiple tasks simultaneously.

  • Self-motivated; a bias for action.

  • Good knowledge of Microsoft Word, Excel, PowerPoint, and Outlook.

  • Strong business acumen and analytical ability.

  • Demonstrate personal and professional values consistent the Thermo Fisher Scientific 4i values – Integrity, Intensity, Innovation and Involvement.

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Thermo Fisher Scientific is an EEO/Affirmative Action Employer and does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability or any other legally protected status.