HR Director

Fortive • Everett, WA

2d

About The Position

Fluke is seeking a strategic HR Director to play a pivotal role in shaping the future of our people, culture, and business. This role is about strengthening organizational capability, driving cultural alignment, and ensuring that talent strategies directly enable Fluke’s growth and performance ambitions. As a key strategic partner to leaders across Fluke’s Global Operations organization, the HR Director will anticipate business needs, influence strategic decisions, and implement forward‑looking people initiatives that promote innovation, agility, and long‑term employee engagement.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field required; Master’s degree preferred.
• 8+ years of progressive HR experience, including at least 4 years in an HR Business Partner or similar strategic HR role.
• Experience working within a global, matrixed organization is strongly preferred.
• Proven track record of designing and executing HR initiatives that deliver measurable business outcomes.
• Proven ability to lead strategic initiatives that drive meaningful, measurable outcomes across the organization.
• Excellent communication and interpersonal skills, with the ability to influence perspectives, shape decisions, and build strong, collaborative relationships across the business and within the broader HR community.
• Demonstrated success in coaching, influencing, and problem‑solving with leaders at all levels, driving meaningful impact across the organization.
• Broad HR expertise with deep knowledge in organizational design, talent management, employee relations, compensation, employee engagement, change management, learning and development, and performance management.
• Strong business acumen with the ability to understand operational drivers and align HR strategies to business priorities.
• Demonstrated expertise in strategic partnering, serving as a trusted advisor to senior leaders by anticipating business needs, shaping long-term people strategies, and driving enterprise-wide organizational effectiveness.
• Proven project management and execution skills, with the ability to leverage data‑driven insights to influence decision‑making and drive outcomes.
• Ability to operate with a high degree of autonomy, discretion, and sound judgment in complex and sensitive situations.
• Exceptional capability to collaborate, influence, and build partnerships with HRBPs and Centers of Excellence, including Talent Acquisition, Talent Management, Compensation, Learning, and Employee Relations, across diverse functions and geographic locations.
• Experience working effectively within global teams across multiple time zones.
• Willingness to travel up to 20–25%.

Nice To Haves

• Master’s degree preferred.
• Experience working within a global, matrixed organization is strongly preferred.

Responsibilities

• Leadership, Organizational Development & Succession Planning : Partner with senior business leaders to drive organizational design, strategic workforce planning, succession planning, and talent management. Lead skills assessments and development planning to ensure organizational capabilities are aligned with long‑term business strategy.
• Strategic Insight, Analytics & Decision Support : Analyze key business and people metrics, including retention, engagement, and employee experience data. Identify trends and recommend systemic, enterprise‑level interventions that strengthen organizational health. Coach senior leaders on strategic thinking and decision‑making. Establish visual management routines to measure the impact of talent and culture initiatives and drive continuous improvement.
• High‑Performance & Inclusive Culture : Work closely with business leaders to set goals that drive business performance while fostering an engaging, respectful, inclusive, and high‑performance culture. Provide guidance on leadership development, performance management, and career growth.
• Communication, Collaboration & Conflict Resolution : Strengthen communication and trust across senior leadership teams. Coach leaders on interpersonal effectiveness, collaboration, and team dynamics. Partner with COE teams to develop scalable recruiting, talent planning, and workforce programs that support a robust talent pipeline. Provide counsel to senior leaders on conflict resolution and complex organizational challenges.
• Change Leadership : Guide leaders through organizational design and major change initiatives, including transformation efforts, leadership transitions, mergers and acquisitions, and cultural evolution. Ensure change management strategies support adoption, alignment, and business continuity.
• HR Compliance & Risk Mitigation : Maintain strong knowledge of labor laws, HR practices, and risk management requirements, applying them effectively in a dynamic business environment. Reinforce ethical leadership and promote a culture of integrity and transparency. Ensure HR policies and programs comply with legal and regulatory standards, proactively identifying and mitigating potential risks.
• Team Leadership & Capability Building: Develop and mentor HR team members, including 2 HRBPs as direct reports, to enhance organizational capability and ensure the HR function delivers strategic, high‑impact support to the business.

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Number of Employees: 5,001-10,000 employees