Director, Executive Talent Acquisition

This role will focus on the following responsibilities: Executive Search and Strategic Hiring Partner with senior business and HR leaders to develop executive hiring strategies aligned with business growth plans, organizational priorities and critical capability needs; Lead end-to-end executive searches across Danaher’s portfolio of operating companies, including search strategy, talent sourcing, candidate assessment, stakeholder alignment, offer development and closing; Serve as a trusted advisor to hiring leaders, providing insights on talent availability, market competitiveness and candidate quality; Champion proactive hiring approaches, including Seed Hire strategies, to secure leadership capabilities ahead of business demand; External Talent Cultivation and Pipeline Building Establish a disciplined market intelligence strategy covering priority industries, competitor organizations, leadership talent pools and emerging capabilities relevant to Danaher’s future talent needs; Provide senior leaders with concise, actionable talent intelligence, including market mapping, competitor insights, talent movement trends and recommendations;  Build and maintain external leadership pipelines for priority roles and capabilities, with particular focus on General Management, Commercial Leadership, Innovation and DBS talent; Translate business strategy, succession priorities and talent pipeline gaps into targeted external talent cultivation plans; Partner with executives to identify high-potential external leaders and establish long-term engagement strategies prior to specific hiring needs; Leverage executive forums, industry networks, referrals and strategic partnerships to build meaningful relationships with future leadership talent; Maintain visibility of pipeline health, talent readiness and engagement levels to ensure a strong bench of ready-now and ready-soon external candidates; Strengthen Danaher’s executive employer brand through credible and sustained engagement with key external talent communities; GM Cadet Program Hiring Lead executive hiring for Danaher China’s GM Cadet Program, building a strong pipeline of future General Manager talent aligned with long-term business strategy and succession priorities; Partner with business leaders and Talent teams to identify, assess and attract high-potential leadership talent, strengthening the linkage between external hiring and long-term leadership pipeline development; Integrated Talent Partnership Serve as a strategic talent advisor by connecting external talent insights with internal Talent Review & Assessment, Chess Boarding and Succession Management processes; Bring an outside-in perspective to leadership talent discussions and help identify the optimal balance between internal development, external cultivation and targeted hiring; Partner across operating companies and Talent teams to strengthen enterprise-wide leadership pipelines and accelerate talent growth; ETA Excellence and Continuous Improvement Apply Danaher Business System (DBS) methodologies and tools to drive continuous improvement across executive search, talent cultivation and market intelligence processes; Utilize funnel management, visual management, VOC, problem-solving and analytics to improve hiring effectiveness and stakeholder experience; Develop meaningful metrics to measure search effectiveness, pipeline strength, cultivation progress and talent outcomes; Manage external search partners and talent intelligence providers to ensure quality, efficiency and business impact; Maintain compliant recruiting processes, systems, records and documentation in accordance with company policies and applicable regulations. Professional & Cultural Characteristics Business Acumen: Understands business models, growth strategies and leadership capabilities required for organizational success; quickly learns new industries, markets and technologies; Strategic Thinking: Connects business