Sr. Director, HR Global Business Services 40B Industry Leader

Sr Director, Human Resources - Global Business Services (GBS) & Quality/Regulatory

Reports to:

VP Human Resources, Laboratory Products Group & Corporate Functions.

The Senior Director, Human Resources is the strategic HR leader for Global Business Services as well as Global Quality & Regulatory functions. This role partners closely with leaders in both functions to translate business priorities into a focused people strategy that drives growth, organizational effectiveness, and culture. This leader is accountable for building organizational capability, strengthening leadership effectiveness, and ensuring the business is positioned with the talent, structure, and culture required to execute against its strategic objectives in a global, matrixed environment.

• Strategic Partnership & Talent Strategy – Partner with senior GBS and Quality & Regulatory leaders to define and deliver talent strategies aligned to business priorities, translate business strategy into actionable organizational and people plans that drive performance and growth, and shape and advance culture in alignment with Thermo Fisher’s 4i values.
• Organizational Capability & Workforce Planning – Lead organizational design, workforce planning, and capability building across a global matrixed organization; drive disciplined headcount and labor investment decisions aligned to financial and strategic objectives; ensure the organization is structured for scalability, efficiency, and execution.
• Leadership Effectiveness & Talent Management – Coach and advise senior leaders on talent, performance, engagement, and organizational effectiveness; lead succession planning and talent development to build a strong and diverse leadership pipeline; drive accountability for performance and talent outcomes across the leadership team.
• Change Leadership – Lead organizational transformation, change, and culture initiatives across the Commercial organization; ensure effective adoption and sustainment of change aligned to business priorities.
• Data‑Driven Decision Making – Leverage HR analytics and external insights to inform talent strategies and organizational decisions; monitor key metrics to assess organizational health and drive continuous improvement.
• HR Model Leadership & Integration – Partner across the HR model (HRBPs, COEs, HR Operations) to ensure aligned, efficient, and high‑impact delivery; prioritize and coordinate HR resources to meet business needs while maintaining consistency and scalability.
• People Leadership & Global HR Oversight – Lead and develop a high‑performing HR team, providing clear direction, coaching, and performance management to a Director, HRBP for NA Commercial; ensure alignment of HR activities across regions (NA, EMEA, APJ); foster strong collaboration across HR teams and the broader organization to enable a “One HR” approach.

• Business Acumen – Strong understanding of commercial models, revenue drivers, and market dynamics.
• Strategic Thinking – Ability to translate business strategy into talent and organizational priorities.
• Influence & Leadership – Proven ability to influence senior leaders and drive alignment in a matrixed environment.
• Change Leadership – Experience leading complex transformation and organizational change.
• Talent Mindset – Focus on building, developing, and retaining high‑performing and diverse teams.
• Data & Insight – Uses analytics to inform decisions and measure impact.

• 10+ years of progressive HR experience in a global, matrixed environment.
• Demonstrated success partnering with senior/executive leadership.
• Proven track record in organizational design, talent strategy, and business transformation.
• Experience operating in fast‑paced, complex environments with multiple stakeholders.
• Bachelor’s degree required; advanced degree preferred.
• Relevant HR certifications (e.g., PHR/SPHR) a plus.

• Commercial organization is aligned, capable, and structured to deliver on growth priorities.
• Strong leadership bench with clear succession plans in place.
• Talent strategies are directly linked to business outcomes and measurable impact.
• Leaders are…