Job Description:

The Vice President, Human Resources, Diagnostics serves as the senior HR leader and strategic business partner to the President and Leadership Team, responsible for aligning people strategy with business objectives to drive growth, innovation, organizational effectiveness, and operational excellence across a global organization. Reporting directly to the President, DEXIS, with a dotted-line relationship to the Envista Chief Human Resources Officer, this executive operates at the intersection of business strategy and enterprise talent leadership, ensuring alignment between business priorities and enterprise HR initiatives.

As a member of both the DEXIS Leadership Team and the broader Envista HR Leadership Team, the VP HR advises on talent, leadership, culture, organizational design, workforce planning, and change management, helping build the organizational capabilities needed to achieve strategic objectives. This role serves as a trusted advisor to senior leaders while influencing both business and enterprise decisions within a global, matrixed environment.

The successful candidate will play a key role in driving organizational transformation, strengthening leadership capability, advancing talent strategies, and fostering a high-performance culture across commercial, manufacturing, R&D, quality, regulatory, and corporate functions. This leader will bring a proven track record of partnering with executives, leading complex change, and translating business strategy into impactful people initiatives that support growth, innovation, and business performance.

Key Responsibilities

• Partner closely with the President and executive leadership team to shape and execute business strategies through effective talent, organizational, and culture initiatives.
• Serve as a trusted advisor and coach to senior leaders on organizational effectiveness, leadership capability, succession planning, workforce strategy, team performance, and change leadership.
• Lead the development and execution of integrated talent strategies that attract, develop, engage, and retain top talent while building a sustainable leadership pipeline for current and future business needs.
• Drive enterprise talent management processes, including succession planning, leadership assessment, executive coaching, performance management, high-potential development, and leadership effectiveness initiatives.
• Lead organizational design and workforce planning efforts to ensure optimal structures, capabilities, and resource alignment that support growth, scalability, agility, and business performance.
• Champion a culture of accountability, inclusion, engagement, innovation, and continuous improvement while promoting company values and fostering an exceptional employee experience.
• Partner with business leaders to drive organizational transformation, restructuring, integration, and change management initiatives resulting from strategic growth priorities, acquisitions, or evolving business needs.
• Utilize people analytics, workforce insights, and organizational metrics to identify opportunities, inform decision-making, and improve business outcomes.
• Provide strategic oversight of employee relations, ensuring effective resolution of complex issues while balancing employee experience, business needs, and legal compliance.
• Collaborate with Corporate HR Centers of Excellence to implement enterprise talent, compensation, leadership development, total rewards, DE&I, and employee engagement strategies within the business.
• Lead, develop, and inspire a high-performing HR team, building organizational capability and ensuring consistent delivery of HR programs and services across all regions.
• Ensure compliance with employment laws, regulations, company policies, and ethical business practices across global operations while effectively managing risk.
• Foster strong partnerships across functions and regions to drive alignment, enhance collaboration, and accelerate execution of business and talent priorities.
• Act as a catalyst for business performance by ensuring the organization has the leadership, culture, talent, and organizational capabilities required to achieve short- and long-term strategic objectives.

Job Requirements:

Required Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field
• Master's degree (MBA, Human Resources, Organizational Development, or related discipline) preferred
• 15+ years of progressive Human Resources leadership experience, including significant experience supporting large, complex, global organizations
• Demonstrated success serving as a strategic business partner to senior executives and leadership teams
• Proven experience leading organizational transformation, large-scale change initiatives, restructuring efforts, or business integrations
• Deep expertise in talent management, leadership development, succession planning, organizational design, workforce planning, and employee engagement
• Experience operating effectively within global, matrixed organizations and influencing stakeholders across multiple levels and functions
• Track record of building high-performing teams and developing organizational capability
• Strong business acumen with the ability to connect people strategies directly to business outcomes and financial performance

Preferred Experience

• Experience within medical devices, diagnostics, digital health, life sciences, biotechnology, healthcare technology, pharmaceuticals, or other highly regulated industries
• Experience supporting global commercial organizations and partnering with manufacturing, supply chain, quality, regulatory, R&D, and corporate functions.
• Global HR leadership experience supporting international teams and business operations
• Experience supporting mergers& acquisitions, integrations, and large-scale transformation initiatives
• Experience operating within a publicly traded, multinational organization

Target Market Salary Range:

Actual compensation packages take into account a wide range of factors that are unique to each candidate, including but not limited to geographic location; skill sets; relevant education and certifications; depth of experience; performance; and other business and organizational needs. The disclosed reasonable estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled.  At Envista, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. The total compensation package for this position may also include an annual performance bonus, medical/dental/vision benefits, 401K match, and/or other applicable compensation plans.

Operating Company:

Envista and all Envista Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. The “EEO is the Law” poster is available at: http://www.dol.gov/ofccp/regs/ compliance/posters/pdf/eeopost.pdf.

Envista and its family of companies (Envista) will not accept unsolicited resumes from any source other than directly from a candidate.  Envista will consider unsolicited referrals and/or resumes submitted by vendors such as search firms, staffing agencies, professional recruiters, fee-based referral services and recruiting agencies (Agency) to have been referred by the Agency free of charge and Envista will not pay a fee for any placement resulting from the receipt such unsolicited resumes.  An Agency must obtain advance written approval from Envista's internal Talent Acquisition or Human Resources team to submit resumes, and then only in conjunction with a valid fully-executed contract approved by the Global Talent Acquisition leader and in response to a specific job opening.  Envista will not pay a fee to any Agency that does not have such agreement and written approval in place.