The Danaher Human Resources Leadership Development Program (HRLDP) provides an accelerated training program for college graduates who are at the top of their class and have proven the ability to excel in today’s fast-paced environment. The program will provide graduates, pursuing a career in Human Resources, the opportunity to gain experience in the various facets of this exciting field. The HRLDP is designed to provide Danaher with future Human Resource leaders that will fill critical management positions. The HRLDP will build on the technical skills of the participants by providing them exposure to experienced Danaher professionals through structured assignments at various manufacturing and division locations. Assignments will typically last 12 months but will vary based on several factors. Participation in the program will require geographic flexibility. Assignments could be in a plant, commercial (sales and service), or business headquarters environment. Each rotation will include detailed training and experience with the Danaher Business System (DBS). To be successful in Human Resources within Danaher, professionals must show competence in DBS by leading and participating in kaizen events; leveraging various DBS tools and processes.
We only recruit the best candidates who are at the head of their class with undergraduate or graduate degrees in Human Resources, Industrial Relations, or related fields from schools that have top ranked programs. Candidates must demonstrate strong interpersonal skills, have natural leadership abilities, and a very high energy level.
HRLDP participants will be placed in three structured assignments: Recruiting; Associate Relations; and Compensation & Benefits. Based on the participant’s development plan, there is the potential for a fourth assignment, Industrial Relations. Selection of the assignment will involve the participant’s preference, availability of the assignment, and the needs of the organization. The specific responsibilities within each assignment may vary based upon the immediate needs of the business. Some assignments share some of the same objectives. These objectives overlap from various assignments, as they are the foundation of sound Human Resources’ practices.
Recruiting: Danaher strongly believes in promotion from within, when the talent and experience is available. It is our goal to fill 75% of all Sr. management positions internally. However, as our organization continues to grow at an aggressive pace, it becomes necessary to recruit leaders from outside the company at all levels of the organization. Sourcing top talent is a primary focus of Human Resources and has a direct impact on Danaher’s financial success. Recruitment will be a part of each rotation. However, the Recruiting rotation is designed to provide an immersion into our talent acquisition process. Typical recruiting assignments include:
- Sourcing candidates for exempt level managerial positions
- Managing outside recruiting sources
- Identifying new selection sources
- Coordinating the interview processes
- Representing Danaher at career fairs
- Conducting on-campus interviews
- Developing position descriptions and job specifications
- Developing and delivering job offers
- Managing the onboarding and immersion processes
Associate Relations: The majority of Danaher’s manufacturing facilities are union-free. We work very hard at maintaining our union-free status by providing our associates the support and resources they need to have a successful and rewarding career with Danaher. Typical associate relations assignments include:
- Handling day-to-day associate issues
- Coordinating associate events
- Preparing and administering internal communication programs
- Policy and procedural development
- Facilitating safety and health committees
- Managing workers' compensation claims
- Coordinating and conducting training and development programs
- Investigating and reporting accidents
- Recruiting production associates
- Human Resources planning
- Tracking metrics and developing and executing countermeasures
Compensation & Benefits: Providing competitive benefits and compensation structures for our associates is a critical role of Human Resources. Our programs are designed to meet the wide range of needs and to reward and recognize our associates for their hard work, dedication, and commitment to Danaher’s success. Typical benefit and compensation assignments include:
- Evaluating benefits of new and potential acquisitions
- Auditing levels of existing benefits
- Educating and enrolling employees in optional services
- Assisting employees in medical plan utilization
- Conducting wage and benefit surveys
- Recommending wage actions for hourly associates
- Preparing compensation recommendations for salaried associates
- Participating in the annual salary planning process
- Participating in executive incentive plan, stock option, sales incentive plan processes
- Working with managers in executing on-time performance appraisals
Industrial Relations: A few of Danaher’s facilities are organized by labor unions. In a union environment, we strive to maintain a positive relationship with our associates and with the local union leadership. Maintaining this relationship enables each facility to continue to successfully adapt to the ever changing manufacturing environment driven by the Danaher Business System. This relationship is paramount in the success of a unionized facility and Human Resources must take the lead in establishing this positive and cooperative working relationship. Typical assignments in the area of industrial relations include:
- Exposure to the collective bargaining process
- Handling the initial steps of the grievance process
- Participation on the labor-management committee
- Conducting associate surveys and developing action plans to drive improvement
- Exposure to the arbitration process
- Coordinating associate activities and events
- Handling day-to-day associate issues
- Assuming ownership of internal communication programs
- Facilitating safety and health committees
We are confident that participation in this leadership program will prepare the participants for a successful career within Danaher’s Human Resources team.
Relocation: Exposure to the different environments and processes within Danaher is key to the growth and development of the HRLDP participants. In order to facilitate this, the participants may be asked to relocate at the completion of each rotation. The selection of the assignment location will involve the participant’s preference, availability of the assignment, and the needs of the organization. Relocation is handled in accordance with Danaher’s Smart Sum Value relocation policy. Associates are discouraged from purchasing a primary residence while in the rotational program as relocation costs for the sale and purchase of a home are not covered by the Smart Sum relocation policy.
