Director, Executive Talent Acquisition

Primary Responsibilities: 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 priorities, talent strategy, succession planning and external market dynamics to shape long-term talent solutions; Market Insight: Demonstrates intellectual curiosity and strong analytical capability to translate talent market signals into actionable business recommendations; Executive Presence: Builds credibility with senior leaders through sound judgment, data-driven recommendations and effective communication; Relationship Building: Develops trusted relationships with executives, candidates, partners and stakeholders across diverse industries and cultures; Process Excellence: Balances strategic thinking with disciplined execution and continuous improvement; Collaboration: Works effectively across businesses, functions and geographies to deliver integrated talent outcomes; Qualifications Bachelor’s degree required; 10+ years of progressive experience in executive recruiting, executive search, talent intelligence or related talent management functions; Minimum 8 years of experience identifying, assessing and recruiting executive-level talent through retained search, in-house executive recruiting or equivalent environments; Proven success building external executive talent pipelines and cultivating long-term relationships with senior leadership talent; Strong experience in talent mapping, market research, competitor intelligence or executive talent insights; Demonstrated ability to synthesize multiple data sources and translate findings into executive-level recommendations; Experience within Life Sciences, Diagnostics, Medical Devices, Industrial or related sectors preferred; Strong stakeholder management, influencing and consulting skills in complex matrix organizations; Excellent problem-solving, analytical and project management capabilities; High degree of professionalism and judgment in handling confidential information; Excellent communication skills in both Mandarin Chinese and English. 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