Director, Business HR - Life Sciences and Diagnostics Markets Group

Job Description

Agilent is regularly recognized by external organizations for its culture as well as its practices around processes and people.

This is a unique opportunity for a strong individual contributor HR professional to act as the primary HR business partner to up to four Executive Leaders within the Life Sciences and Diagnostics Markets Group (LDG), providing consultative support, unbiased perspectives and coaching to the business leadership teams to enhance leadership effectiveness enabling the high-performance workforce to function in support of Agilent's strategic objectives.

 Essential Duties and Responsibilities:

Trusted strategic business partner & influencer, coach & advisor - Provide HR consulting, executive coaching, insights, and solutions to the leadership team to address business challenges and leader development. Contributes to the development of successful business strategies.

Organizational Design & Capability, Talent & Headcount Management Strategies- Diagnose and clearly articulate the root causes of organizational performance. Anticipate the need for change, and influence action before a crisis or inflection point arrives. Facilitates leadership assessment, Talent Review and succession planning to identify next generation leaders. Provide consulting on development of key talent, consulting with Country HR, as necessary. Partner with senior leaders to evaluate relevant organizational survey results.

Connector to ensure alignment / business support - provide business partner support for leaders, including partnering with leaders to align their people strategy with their business strategy, counseling senior business managers on people-related organizational planning and influencing global HR functions, country HR and HR service organizations based on people-related needs of business.

Business HR Operations - Support Executive-level hires and exits. Work with Staffing on key hiring projects for the business. Consult Executive on annual rewards planning process and various compensation activities during the year. Ensure end-to-end HR service delivery by maintaining partnership across all corporate and country HR functions. Provide input to select performance management/employee relations cases as needed.

This position can be performed anywhere in the US and will require some travel.

Competencies:

Strategic thinking - Partner with business leaders to implement solutions that solve complex business challenges to address these issues. Discernment of what is strategic vs operational.

Financial acumen - Understand drivers of shareholder value and relevant business models, and how to translate these into appropriate management and HR actions.

HR acumen - Working knowledge of people management skills. Familiar with the entire HR service delivery chain including staffing, total rewards, learning & development. Sufficient understanding of current legal, regulatory, and governmental labor environment.

Business acumen - Understand organization's business strategies. Aware of relevant external business competition, conditions, and trends and how to translate these into appropriate management and HR actions.

Partnering and influence - Present solutions in ways that are heard, understood, and supported. Add insight that positively influences senior management decision-making. Communicate with clarity, conviction, and confidence across regions/cultures, including upward when necessary.

Personal credibility - Consistently offer quality advice, counsel, and insight through active leadership. Maintain self-esteem and that of others while directly and constructively addressing issues. Create trust and mutual respect. Demonstrate courage, curiosity, humility, and emotional agility.

Resilience and judgement – ability to navigate a fast-paced evolving environment; to thrive in ambiguity and shifting priorities, embrace collaboration and multi-functional interactions across both HR and business infrastructure.

Self-understanding - Advanced self-awareness and self-confidence. Recognize personal biases. Understand own strengths and liabilities. Proactively work to develop, complement, or offset personal gaps or liabilities.

Broad company perspective - demonstrate the ability to understand the broader enterprise and critical inter-connectivity of a global company.

Appreciation of relationships – demonstrated solid understanding of building a broad internal network within an organization, working across gray space, a