Sr Director, HRBP Global Commercial

Bring more to life.

Are you ready to accelerate your potential and make a real difference within life sciences, diagnostics and biotechnology?

At SCIEX, one of Danaher’s 15+ operating companies, our work saves lives—and we’re all united by a shared commitment to innovate for tangible impact.

You’ll thrive in a culture of belonging where you and your unique viewpoint matter. And by harnessing Danaher’s system of continuous improvement, you help turn ideas into impact – innovating at the speed of life.

As part of SCIEX, you will help to influence life changing research and outcomes, while accelerating your potential. For more than 50 years, we have been empowering our customers to solve the most impactful analytical challenges in quantitation and characterization through ground-breaking innovation and outstanding reliability and support. You will be part of a winning team, enabled by DBS, who is passionate about helping life science experts around the world get answers they can trust.

The Danaher Business System (DBS) is our proven system for achieving success. DBS is a philosophy, set of values, and series of management processes that collectively define who we are and how we do what we do  DBS tools are designed to help us excel in the areas of Growth, Leadership, and Lean, building on a strong foundation of DBS fundamentals.

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.

• 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.

• Undergraduate degree, 15+ years of…