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Talent Partner

LANDAUER • Tour Operators • E-learning • Bachelor's Degree • 19 days ago
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Salary
≈ $83k – $166k per year (Estimated)
Location
In office (Everett)
Seniority
Staff · 8+ years exp

Confirmed on the employer's own hiring board on Oct 4, 2026. First seen by Alion on Sep 15, 2026. LANDAUER scores B on the Alion truth index.

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LANDAUER

LANDAUER is a radiation safety company based in Glenwood, Illinois, near Chicago, that provides occupational dosimetry badges and readers, the myLDR monitoring service, medical physics consulting, imaging physics testing and radiation safety compliance programs for hospitals, clinics, dental and veterinary practices and industry. Founded in 1954, it has been part of Fortive since 2017 and serves customers in several countries. The job board attached to this record is a shared Fortive board, so most listed roles belong to sister brands such as Fluke Calibration, while LANDAUER itself hires diagnostic imaging physicists, sales and account managers and customer support staff.
landauer.com • HQ: Chicago, United States • Veterinary Medicine • E-learning • Tour Operators • 1001-5000 employees • Est. 1954
Tech stack of LANDAUER

Enterprise talent process leader and trusted advisor to assigned operating companies.

The Talent Partner is Fortive’s enterprise talent representative to assigned operating companies (OpCos), ensuring talent decisions are supported by disciplined processes, high-quality data, enterprise insight, and practical solutions. The role combines enterprise process leadership with consultative support to help OpCo HR leaders identify talent and capability priorities, evaluate options, and translate decisions into sustained action.

The Talent Partner owns the execution, adoption, governance, and continuous improvement of enterprise talent processes. The role does not own the OpCo talent strategy or business decisions. It enables stronger outcomes through expert facilitation, analytics, problem solving, and connection across Fortive’s talent ecosystem, including Talent Acquisition partners and Talent Enablement partners.

OPERATING MODEL

1 ENTERPRISE PROCESS EXCELLENCE2 TALENT CONSULTING & CAPABILITY ADVISORY 3 ENTERPRISE INTEGRATION & INSIGHTOwn the quality and execution of enterprise talent processes.Support OpCo HR leaders to diagnose priorities and evaluate solutions.Connect themes, talent, and solutions across OpCos and COEs.

KEY RESPONSIBILITIES

  • Lead end-to-end execution of OTA, talent reviews, succession planning, capability reviews, and related enterprise talent processes across assigned OpCos.
  • Create clear process plans, roles, timelines, tools, and decision requirements that enable high-quality preparation and discussion.
  • Facilitate high-quality talent discussions that translate into accountable actions, clear ownership, measurable outcomes, and sustained follow-through.
  • Partner with OpCo HR leaders to identify critical talent, leadership, succession, skill, and capability risks and recommend practical mitigation strategies.
  • Guide leaders through capability and talent gap countermeasures (build, buy, borrow, bot, bounce).
  • Leverage workforce, talent, succession, mobility, and business data to identify trends, risks, opportunities, and recommendations.
  • Drive data quality and governance across talent profiles, talent cards, development plans, succession plans, and related talent systems.
  • Increase visibility of talent across Fortive by supporting talent mobility, talent sharing, succession pipelines, and enterprise talent discussions.
  • Partner with Talent Acquisition to identify enterprise hiring themes, emerging skill requirements, workforce risks, and pipeline opportunities.
  • Partner with Talent Enablement to convert enterprise capability gaps and development priorities into scalable learning and leadership solutions.
  • Identify common challenges and opportunities across OpCos and elevate enterprise recommendations to T-PAC and HR leadership.
  • Apply Fortive Business System principles to simplify, standardize, measure, and continuously improve talent processes.

SCOPE & DECISION RIGHTS

OWNS INFLUENCES DOES NOT OWN

  • Enterprise talent process execution
  • Process governance and continuous improvement
  • Facilitation quality and action follow-through
  • Talent data quality within supported processes
  • Talent and capability priorities
  • Talent risk mitigation options
  • Succession and mobility decisions
  • Cross-COE enterprise solutions
  • OpCo talent or workforce strategy
  • Business staffing or organization decisions
  • Recruiting delivery
  • Learning design or curriculum ownership
  • Business leaders’ accountability for talent outcomes

EXPERIENCE & QUALIFICATIONS

  • Bachelor’s degree required; advanced degree preferred.
  • 8+ years of progressive Talent Management experience, including substantial experience as a Talent Partner or equivalent enterprise talent management practitioner
  • Demonstrated experience facilitating talent reviews, succession planning, organizational effectiveness, or leadership discussions with senior stakeholders.
  • Strong consulting, influencing, facilitation, and stakeholder management skills.
  • Ability to diagnose organizational issues, evaluate alternatives, and recommend practical solutions.
  • Strong analytical capability with experience translating data into executive insights and recommendations.
  • Experience operating effectively in a global, matrixed environment.
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