Talent Enablement Partner

• Co‑design and deliver with HRVPs and other leaders when the circumstances make sense to build internal activation capability.
• Personally facilitate and deliver high impact workshops, team installations, and leadership sessions when expertise, behavior change, or alignment is critical.
• Coach leaders and teams in the flow of work , reinforcing new behaviors and practices over time.
• For Partnership Programs (e.g., PLE, GEM, Talent Edge): support the reinforcement, practice, and coaching moments that follow center-delivered core experiences — helping OpCo leaders embed new behaviors in their daily work and operating cadence.

• Maintain ongoing partnership with the Operating Company HR team to monitor progress, adjust the approach, and reinforce follow-through until the change is sticking.
• Stay accountable for outcomes over time — not just design and delivery — and prioritize solutions that support the business strategy and maximize business impact.
• Surface risks, trade‑offs, and priority tensions early and transparently.
• Own the ‘20% localization’ for Partnership Programs — adapting enterprise curriculum to the OpCo’s context, use cases, and operating cadence in partnership with the HRVP or OpCo customer.

How the role works in practice

Start with the OpCo business problem

• Partner with the operating company team to align early on the outcome the OpCo cares about.
• Use a simple sequence: listen → diagnose → confirm → recommend → co-create .

Translate priorities into critical-few high-leverage interventions

• Convert business priorities into clear capability/behavior shifts and define “what good looks like” for leaders and priority populations.
• Use reframes to keep the work outcome-based: “That’s the symptom—let’s confirm the root cause we’re solving for.”
• “That’s the symptom—let’s confirm the root cause we’re solving for.”

Leverage enterprise assets, but design for OpCo adoption

• Bring a menu of established enterprise tools and adapt to what will work in the OpCo’s context.
• Design for the OpCo’s operating cadence: integrate into existing meetings, rhythms, and leader routines.
• When the best path is beyond current enterprise offerings, align with the HRVP on an alternative approach and ensure it integrates cleanly with the OpCo’s goals. Flag recurring unmet needs to the Enterprise Development & Delivery Specialist for potential enterprise portfolio development.

Build capability and sustainment while delivering

• Co‑create with the HRVP and OpCo leaders so the diagnosis, story, and plan can be replicated and scaled.
• Make “what to do next” explicit: define roles, cadence, and follow through checkpoints with the HRVP.
• Align on whether the work is HRVP led (with TE Partner support) and/or TE Partner led (direct delivery) . Co-design and support accordingly.

How This Role Fits in the Operating Model

The TE Partner primarily operates within two of the three engagement patterns:

• Partnership Programs: The center builds the 80% core curriculum. The TE Partner works with the HRVP/OpCo to contextualize the last 20% (use cases, local examples, reinforcement cadence) and supports the coaching and sustainment layer after center-delivered experiences.
• Custom Enablement: When an OpCo surfaces a unique need not in the enterprise portfolio, the TE Partner helps shape a solution — drawing on enterprise assets where possible and flagging recurring needs back to the center.

The TE Partner also coordinates with Learning Operations (a separate team managing LMS, talent technology, assessment tools, and on-site learning logistics) to ensure smooth deployment.

Success in this role is defined by observable and sustained impact , including:

• Improved leadership effectiveness and behavior change
• Stronger bench readiness and talent progression in priority roles
• Higher quality execution of talent processes (e.g., OTA, development planning)
• Improved employee experience in targeted moments that matter
• Increased capability and confidence of HRVPs and people leaders to lead enablement work independently
• Ability to integrate as a strategic and collaborative partner with OpCo
• Strength of feedback loop with Enterprise Development & Delivery Specialist — recurring OpCo needs surfaced and addressed in the enterprise portfolio.

• Bachelor’s degree required, ideally in Human Resources, Business, Organizational Development, Industrial/Organizational Psychology, Education, or a related field. Master’s degree preferred.
• Typically 8+ years of experience across HR business partnership, talent management, leadership development, organizational development, internal consulting, or related business-facing talent roles.
• Experience operating as an internal consulting partner to leaders at all levels ideally through long term engagements.
• Demonstrated ability to diagnose complex organizational and leadership challenges.
• Strong facilitation and coaching skills; comfortable shaping demand, challenging assumptions, and prioritizing what matters most.
• Highly adaptable and scrappy; able to learn a new business quickly, build credibility without a lot of infrastructure, and operate comfortably in ambiguity.
• Judgment to resist building from scratch when an existing enterprise asset or simpler approach will work; able to design and build a solution end-to-end only when needed.
• Fluency with modern learning delivery approaches and tools (virtual and in-person facilitation, cohort experiences, leader toolkits, and learning technologies) to scale adoption across operating companies.
• Able to operate in a dual mode: as a trusted internal consulting partner (diagnosis, influence, alignment through the HRVP) and as a hands-on L&D practitioner (direct delivery, installation, and reinforcement in the flow of work).
• Experience working effectively in a decentralized, multi-OpCo or matrixed operating model—balancing local context with enterprise resources and building durable partnerships with OpCo HRVPs and leaders.
• Strong change leadership and implementation discipline; able to move from concept to sustained behavior change and stay accountable for results over time.
• Data-informed orientation: comfortable using qualitative and quantitative inputs (business signals, talent data, feedback) to diagnose needs and demonstrate impact.

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We accelerate transformation in high-impact fields like workplace safety, build environments, and healthcare.

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Our forward-looking companies lead the way in healthcare sterilization, industrial safety, predictive maintenance, and other mission-critical solutions.

We’re a force for progress, working alongside our customers and partners to solve challenges on a global scale, from workplace safety in the most demanding conditions to advanced technologies that help providers focus on exceptional patient care.

We are a diverse team 10,000 strong, united by a dynamic, inclusive culture and energized by limitless learning and growth.

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We believe in your potential—your ability to learn, grow, and make a difference.

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We Are an Equal Opportunity Employer.

Fortive Corporation and all Fortive Companies are proud to be equal opportunity employers.

We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity or expression, or other characteristics protected by law.

Fortive and all Fortive Companies are also committed to providing reasonable accommodations for applicants with disabilities.

Individuals who need a reasonable accommodation because of a disability for any part of the employment application process, please contact us at applyassistance@fortive.com.

Bonus or Equity This position is also eligible for bonus as part of the total compensation package.

Pay Range The salary range for this position (in local currency) is 116,600.00 - 216,900.00