Job Summary As the Senior Director, Human Resources, you will be responsible for translating business strategy into a talent strategy for the region commercial organization, as well as the functions for ASP within the Asia Pacific (APAC) region. This includes identifying and translating talent priorities into defined actions for attracting, developing, engaging and retaining talent. You will play an instrumental role in ensuring the organizational design, culture and talent capabilities align with the strategy and are working in concert together to ensure the right people are in the right roles with the right skill sets. You will have a seat at the HR leadership table for ASP and at the regional leadership table to ensure that our talent strategy is adaptable to changing business and market conditions while enabling delivery of sustained results in the areas of growth and profitability. Key Responsibilities - Act as both a strategic business thought partner and internal coach to leaders and managers, serve as Global strategic HR partner to the regional commercial organization and functional leaders - As a member of the HR and regional leadership teams, will be responsible to launch communications, recognition and other programs which cultivate the company’s culture, including driving employee engagement to enable a high performing workforce that contributes to strategic growth - Partner with senior leadership to define and execute organizational change strategies directly tied to the development of people, teams and organizations. Build the transformation roadmap to ensure that the company acquires, develops, and retains critical talent across multiple geographies. - Provide direction for talent management practices across ASP, to include inclusion and diversity initiatives, succession planning, talent identification, talent reviews and development planning to ensure long-term organizational bench strength - Ensure effective and efficient delivery of HR partnership and services across the full spectrum of the function in partnership with COEs in areas including, but not limited to Culture, Workforce Strategy, Organizational Design & Effectiveness, Performance Management, Engagement, Development, Recruitment, Compensation, Employee Relations, Payroll and Compliance - Lead a team of HR business partners to deliver HR support in alignment with driving and delivering business outcomes - Assist in the development and implementation of HR policies and procedures and their dissemination through communications and change management plans - Actively participate in or lead problem-solving and process improvements for the defined region & functions, and deploy a continuous improvement culture across the HR team and region - Ensuring HR business systems, metrics, and workforce analytics are in place to assist in root cause problem identification and support the creation and execution of talent actions to address gaps. - Collaborate with the wider HR community across the Fortive OpCos to learn & share best practices - Develop HR capability in the region to ensure sustainable business results & strategic HR partnership - Ensure the integrity of employee relations’ practices - Partner with the global compliance organization, as needed, in Speak Up! investigations - Lead flexible work philosophy and supporting policies - Ad hoc project work - Work closely with all employees and managers and HR colleagues globally - External interface with external consultants - Support Fortive Leadership and HR regional requests, as needed Education and Experience Requirements Ideally 10+ years of relevant and comparable business leadership roles, preferably several years of experience as an HR Business Partner or HR strategy lead. Degree in Business, Human Resources or relevant degree preferred, MBA or certifications can be useful. Role and Competency Requirements - At least 10 years’ experience of progressive levels of responsibility - Leading broad organizational development & design initiatives - Defining and leading change management programs - Helping leaders attract, retain and develop high performance leaders and teams - Influence high-impact decisions, provide critical feedback, and lead difficult conversations - Analyze various data and make linkages across complex organizational or business concepts, strategy, structure and processes - Strong labor law know-how for the countries within the regional responsibilities - Hands-on, accountable mindset and can-do mentality, high say-do-ratio - Unquestioned integrity and excellent judgment - Can translate business context & strategy into shaping a talent strategy and associated action plans - Speaks in the “language of the business” to influence business leaders - Strong experience acting as a credible advisor, with proven success influencing business leaders in a region on talent, organizational design and change management practices which drive sustainable business growth - Strong presentation & communication skills, demonstrated in various mediums - A strong collaborative leadership style with ability to drive change and build followership across multiple business units, locations, organizational levels, and functions - Experience developing, leading and promoting other business facing HR professionals - Cultural savvy: the ability to work effectively in a global environment - Process and results orientation. A history of building sustainable and innovative standard work and supporting systems and processes that drive results. - Keen problem solving skills, with a fondness for execution, providing and activating solutions or paths to resolution in a timely manner - Ability to work in a start-up environment, where it’s all hands on deck to solve problems and deliver results - Reliable and resilient, knows when to go deep and when to be pragmatic - Fluency in English, verbally and in writing Behaviors and Values expected: - Executing for Results: The ability to set clear and challenging goals while committing the organization to improved performance; tenacious and accountable in driving results; Comfortable with ambiguity and uncertainly; the ability to adapt nimbly and lead others through complex situations; someone who takes smart risks; A leader who is viewed by others as having a high degree of integrity and forethought in his/her approach to making decisions; the ability to act in a transparent and consistent manner while always taking into account what is best for the organization. - Setting Strategy: The ability to create and articulate an inspiring vision for the organization, not only for the areas s/he is directly responsible for, but the enterprise as a whole; An entrepreneurial and creative approach to developing new, innovative ideas that will stretch the organization and push the boundaries within the industry; The ability to effectively balance the desire/need for broad change with an understanding of how much change the organization is capable of handling, to create realistic goals and implementation plans that are achievable and successful. - Leading Teams: The ability to attract and recruit top talent, motivate the team, delegate effectively, celebrate diversity within the team, and manage performance; widely viewed as a strong developer of others; The ability to persevere in the face of challenges, and exhibit a steadfast resolve and relentless commitment to higher standards, which commands respect from followers; A leader who is self-reflective and aware of his/her own limitations; leads by example and drives the organization's performance with an attitude of continuous improvement by being open to feedback and self-improvement. - Relationships and Influence: Naturally connects and builds strong relationships with others, demonstrating strong emotional intelligence and an ability to communicate clearly and persuasively; An ability to inspire trust and followership in others through compelling influence, powerful charisma, passion in his/her beliefs, and active drive; Encourages others to share the spotlight and visibly celebrates and supports the success of the team; Creates a sense of purpose/meaning for the team that generates followership beyond his/her own personality and engages others to the greater purpose for the organization as a whole. - Travel on the Job: Up to 30% Domestic or International