Talent Partner
Fortive · United States · 1 mo ago
RemoteRemoteHuman ResourcesFull-time
We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We need to extract content from posting.
Let's parse the posting.
First paragraph: "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."
That's about the role.
Then "OPERATING MODEL 1 ENTERPRISE PROCESS EXCELLENCE2 TALENT CONSULTING & CAPABILITY ADVISORY3 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."
Then "Key Responsibilities" list.
Let's extract responsibilities bullet points:
- 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.
Then "SCOPE & DECISION RIGHTS OWNS INFLUENCES DOES NOT OWN ..." This is maybe not needed as a section; but could be part of responsibilities or qualifications. We'll treat as part of responsibilities maybe.
Then "Experience & Qualifications" list:
- Bachelor’s degree required; advanced degree preferred.
- 8+ years of experience in talent management, workforce planning, or related disciplines.
- 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.
Then "Fortive Corporation Overview" repeated twice; we need to remove boilerplate. The overview is generic company description; we can include as "About the company" maybe but not required sections. The instruction says we can include sections only if posting has real specific content. The overview is generic but still content about company. However they said remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The overview is not boilerplate but repeated; we should include only once? It's duplicated. We should include it once maybe under "About the company" but not a required heading. The allowed headings are limited to those list; we cannot add custom headings. So we should not include a section for company overview unless we map it to one of the allowed headings. The allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we can put company overview maybe under About the role? But About the role already covers role description. Could incorporate company overview into About the role? Might be okay but risk of mixing. Better to keep About the role as role description; we can omit company overview entirely because not required heading and not part of allowed sections. The instruction: "Use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., implying those are examples but we should only use those headings. It also says "include a section ONLY when the posting has real, specific content for it". So we can include sections for those headings if we have content. We have content for About the role (role description). Responsibilities (list). Requirements (maybe experience?). Qualifications (education). Skills (maybe consulting, influencing etc). Benefits (maybe bonus eligibility). Pay (salary range). Schedule (not mentioned). So we need to decide mapping.
We have:
- About the role: role description paragraph.
- Responsibilities: the bullet list under Key Responsibilities.
- Requirements: maybe the "Experience & Qualifications" includes both requirements and qualifications. But we can split: Requirements could be the experience (8+ years etc). Qualifications could be education (Bachelor's degree required; advanced degree preferred). Skills could be the consulting, influencing, facilitation, stakeholder management, analytical capability, diagnosing issues, etc.
- Benefits: "This position is also eligible for bonus as part of the total compensation package." That's a benefit.
- Pay: "The salary range for this position (in local currency) is 116,600.00 - 216,900.00."
- Schedule: not mentioned, so omit.
We also have "Fortive Corporation Overview" duplicated; we can ignore as not needed.
We must not repeat job title as heading; we are not.
We must not put Job ID/requisition numbers as headings; none.
We must remove duplicated lines; we have duplicated overview; we will include only once if we decide to include, but we decided to omit.
We must preserve ALL substantive information; do not invent or summarize away detail. So we need to include all bullet points exactly as given, not summarizing.
We need to output HTML fragment only, no /, no markdown fences.
We'll produce:
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., implying those are examples but we should only use those headings. It also says "include a section ONLY when the posting has real, specific content for it". So we can include sections for those headings if we have content. We have content for About the role (role description). Responsibilities (list). Requirements (maybe experience?). Qualifications (education). Skills (maybe consulting, influencing etc). Benefits (maybe bonus eligibility). Pay (salary range). Schedule (not mentioned). So we need to decide mapping.
We have:
- About the role: role description paragraph.
- Responsibilities: the bullet list under Key Responsibilities.
- Requirements: maybe the "Experience & Qualifications" includes both requirements and qualifications. But we can split: Requirements could be the experience (8+ years etc). Qualifications could be education (Bachelor's degree required; advanced degree preferred). Skills could be the consulting, influencing, facilitation, stakeholder management, analytical capability, diagnosing issues, etc.
- Benefits: "This position is also eligible for bonus as part of the total compensation package." That's a benefit.
- Pay: "The salary range for this position (in local currency) is 116,600.00 - 216,900.00."
- Schedule: not mentioned, so omit.
We also have "Fortive Corporation Overview" duplicated; we can ignore as not needed.
We must not repeat job title as heading; we are not.
We must not put Job ID/requisition numbers as headings; none.
We must remove duplicated lines; we have duplicated overview; we will include only once if we decide to include, but we decided to omit.
We must preserve ALL substantive information; do not invent or summarize away detail. So we need to include all bullet points exactly as given, not summarizing.
We need to output HTML fragment only, no /, no markdown fences.
We'll produce:
About the role
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.
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.
Requirements
- 8+ years of experience in talent management, workforce planning, or related disciplines.
- Demonstrated experience facilitating talent reviews, succession planning, organizational effectiveness, or leadership discussions with senior stakeholders.
- Ability to diagnose organizational issues, evaluate alternatives, and recommend practical solutions.
- Experience operating effectively in a global, matrixed environment.
Qualifications
- Bachelor’s degree required; advanced degree preferred.
Skills
- Strong consulting, influencing, facilitation, and stakeholder management skills.
- Strong analytical capability with experience translating data into executive insights and recommendations.
Benefits
- This position is also eligible for bonus as part of the total compensation package.
Pay
The salary range for this position (in local currency) is 116,600.00 - 216,900.00
We omitted Schedule. Check for any missing substantive info: The "SCOPE & DECISION RIGHTS OWNS INFLUENCES DOES NOT OWN" part includes list of what they own, influence, do not own. That is substantive; we might need to include it somewhere. Could be part of Responsibilities or Requirements. It describes decision rights. Could be included under Responsibilities as additional bullet points. Let's extract that: "SCOPE & DECISION RIGHTS OWNS INFLUENCES DOES NOT OWN Enterprise talent process executionProcess governance and continuous improvementFacilitation quality and action follow-throughTalent data quality within supported processesTalent and capability prioritiesTalent risk mitigation optionsSuccession and mobility decisionsCross-COE enterprise solutionsOpCo talent or workforce strategyBusiness staffing or organization decisionsRecruiting deliveryLearning design or curriculum ownershipBusiness leaders’ accountability for talent outcomes" It seems like a list: OWNS: Enterprise talent process execution, Process governance and continuous improvement, Facilitation quality and action follow-through, Talent data quality within supported processes. INFLUENCES: Talent and capability priorities, Talent risk mitigation options, Succession and mobility decisions, Cross-COE enterprise solutions. DOES NOT OWN: OpCo talent or workforce strategy, Business staffing or organization decisions, Recruiting delivery, Learning design or curriculum ownership, Business leaders’ accountability for talent outcomes. We should include this as part of Responsibilities maybe as a subsection. Since we already have Responsibilities list, we could add these as additional bullet points under Responsibilities. That would preserve all substantive info. Let's add bullet points: - Owns enterprise talent process execution. - Owns process governance and continuous improvement. - Owns facilitation quality and action follow-through. - Owns