Fortive

Learning and Development

• Partner with Talent Planning, People Insights, Talent Enablement Partners, OpCo HRVPs, and FLT stakeholders to turn business strategy and talent signals into clear capability needs and learning outcomes that OpCos can use immediately.
• In partnership with Talent Planning understand OpCo needs to inform most common, highest-impact learning and capability gaps to inform centralized content development.
• Frame learning demand in an 80/20 way: define the reusable core (so OpCos can move faster) and the "last mile" customization needed for local relevance and adoption.
• Design and develop curricula and content that OpCos can deploy with minimal friction—clear, practical, and built for real leader/employee use in the flow of work.
• Establish and maintain a shared set of learning content that covers priority capabilities, including: (TBD) GEM leadership capabilities, FBS Fundamentals, people leadership, change management, onboarding, and other priority capabilities as defined by the roadmap.
• Build content with a reuse-first mindset: start with off-the-shelf learning when it fits, then add Fortive or OpCo examples only when they improve usefulness, uptake, and outcomes.
• Support delivery of Fortive-wide learning moments and curriculum (ECO, GMDP, FBSLO, ALE, FLS, etc.).
• Own the design and development of change management curriculum and capability-building content, in partnership with the FBS Office, for localized delivery through TE Partners.
• Operate with a bias for quick pilots: test with one or more OpCos, measure usefulness and adoption, iterate fast, and scale what works.
• Run tight VOC loops with Talent Enablement Partners, learners, and OpCo HR/people leaders to improve content clarity, usability, and real-world application.
• Define lightweight effectiveness measures (participation, completion, on-the-job use, leader feedback, and business-aligned outcomes where possible) and use results to refine the roadmap.
• Maintain a leading practice library across OpCos (what’s working, assets, approaches, facilitators) so OpCos can reuse proven tools instead of starting from scratch.
• Facilitate simple benchmarking across OpCos and with external sources to keep content current, practical, and effective.
• Build and manage an internal and external expertise pool (SMEs, facilitators, vendors, platforms, and content sources) to accelerate development speed and quality—including researching and selecting best-fit options as needs evolve.
• Listen, test, and incorporate input—while keeping the bar high for quality and making sure content is easy for OpCos to reuse and deploy.

Learning & Delivery Specialist

Manager

• Partner with Talent Planning and Talent Enablement Partners to turn capability needs into clear learning outcomes and effective learning and development solutions the business can use quickly.
• Frame learning demand in an 80/20 way: define the reusable core that helps OpCos move faster and the last-mile customization needed for local relevance and adoption.
• Manage the Learning & Delivery Specialist by setting priorities, allocating work, reviewing output, and providing coaching and performance feedback so execution stays responsive, practical, and aligned to customer needs.
• Design and develop curricula and content that OpCos can deploy with minimal friction—clear, practical, and built for real leader and employee use in the flow of work.
• Establish and maintain a shared set of learning content that covers priority capabilities, while assigning work to and reviewing output from the Learning & Delivery Specialist to extend capacity and maintain quality.
• Focus content development on priority capabilities such as GEM leadership capabilities, FBS Fundamentals, people leadership, change management, onboarding, and other roadmap-driven needs.
• Build content with a reuse-first mindset: start with off-the-shelf learning when it fits, then add Fortive or OpCo examples only when they improve usefulness, uptake, and outcomes.
• Serve as the lead facilitator for Fortive-wide programs including ECO, FBSLO, Ignite, and ALE at Talent Edge, with accountability for delivery quality, learner experience, and continuous improvement across those flagship programs.
• Personally lead the most critical content builds and other high-visibility learning moments, while coaching and reviewing work completed by the Learning & Delivery Specialist.
• Own the design and development of change management curriculum and capability-building content, in partnership with the FBS Office, for localized delivery through TE Partners.
• Operate with a bias for quick pilots: test with one or more OpCos, measure usefulness and adoption, iterate fast, and scale what works.
• Run tight VOC loops with Talent Enablement Partners, learners, and OpCo HR and people leaders to improve content clarity, usability, and real-world application.
• Coach the Learning & Delivery Specialist through pilot cycles, content refinement, and facilitation feedback so the team improves output over time and responds quickly to customer input.
• Define lightweight effectiveness measures such as participation, completion, on-the-job use, leader feedback, and business-aligned outcomes where possible, and use results to improve both the content and the delivery approach.
• Maintain a leading practice library across OpCos so teams can reuse proven tools, content, and approaches instead of starting from scratch.
• Facilitate simple benchmarking across OpCos and with external sources to keep content current, practical, and useful to the business.
• Build and manage an internal and external expertise pool, and guide the Learning & Delivery Specialist in sourcing, curating, and adapting the best-fit content, facilitators, SMEs, vendors, and platforms as needs evolve.
• Listen, test, and incorporate input while keeping the bar high for quality and making sure content is easy for OpCos to reuse, deploy, and apply.
• Use inputs from TE Partner needs analysis, Talent Planning, People Insights, and FLT priorities to clarify what people need to do differently, who it is for, and what outcome the business needs.
• Confirm what good looks like and how learners will use the content in real work so the solution stays practical and relevant.
• Decide what work to lead directly and what work to assign to the Learning & Delivery Specialist, based on complexity, visibility, and business need.
• Scan existing Fortive content, OpCo leading practices, and off-the-shelf content to identify the fastest path to an effective solution.
• Build the shared core once and design modular add-ons for OpCo customization when required.
• Personally lead the most critical builds and direct facilitation moments, while using the Learning & Delivery Specialist to extend capacity and speed.
• Customize for Fortive only when it increases relevance, adoption, and outcomes, such as language, examples, leader expectations, or GEM and FBS integration.
• Run small pilots with OpCos to test learning design, content usability, and facilitation guidance before broad rollout.
• Collect VOC, usage signals, and facilitator feedback, and use those inputs to quickly refine both the content and the delivery experience.
• Review work completed by the Learning & Delivery Specialist, provide coaching, and keep the quality bar high across both direct and delegated work.
• Package for scale so OpCos can deploy consistently: facilitator guides, leader toolkits, participant materials, and clear deployment guidance, including what is delivered centrally versus through TE Partners or OpCo HR.
• Continuously refresh the shared curriculum and leading practice library based on new OpCo innovations, external benchmarks, and evolving Fortive priorities.
• Connect the right internal and external experts to the right capability needs to reduce reinvention and speed deployment.
• Coach the Learning & Delivery Specialist to use the library and network well so the team delivers faster and with stronger consistency.

Senior Manager, Learning & Delivery

Product Manager

• Own the multi‑year product strategy and roadmap for Linescanners and Pyrometer portfolios
• Define portfolio segmentation, value propositions, and investment priorities aligned to market needs
• Develop and maintain business cases for new product introductions, line extensions, and lifecycle transitions
• Lead VOC, win/loss, and market analysis to understand customer workflows
• Translate customer insights into clear product requirements and roadmap decisions
• Serve as product owner for NPIs, driving requirements definition and post‑launch performance tracking
• Partner closely with Engineering and Operations to balance performance and manufacturability
• Define pricing, positioning, and value messaging for global sales and marketing
• Own key product KPIs including revenue growth and launch performance

Senior Product Manager – Pyrometers, Linescanners

Operations

• Design and build the ServiceChannel Managed Work Order Associates (WOA) program and operating model; in partnership with Call Center leadership, establish the governance and operating rhythm (capacity/queue management, performance reporting, action tracking) to ensure execution aligns to program design and desired outcomes.
• Own performance management to the SCM deal model for WO Associates (SLAs, productivity, quality, cost-to-serve), including productivity definitions/targets/reporting, and the productivity assumptions needed to support future deal modeling and pricing.
• Identify, prioritize, and deliver productivity improvements (process, standard work, workflow optimization, and enablement) that reduce cost-to-serve and increase GM% year over year.
• Maintain all program standard work and workflows, including client SOP documentation/updates; translate client rules into operational steps, training, and QA criteria.
• Own end-to-end execution performance and quality controls, including backlog health, cycle time, exception/escalation management, QA auditing, and corrective actions through coaching and process updates.
• Oversee Not-to-Exceed (NTE) compliance, including monitoring, controls, and audits; ensure audit readiness and timely remediation of findings.
• Own and supervise Planned Maintenance (PM) programming for all SC Managed accounts, ensuring consistent execution, scheduling adherence, and reporting.
• Provide strong, dynamic leadership that mentors, develops, and guides team members; set expectations, measure performance, and create clear accountability to standards.
• Partner cross-functionally to standardize work, resolve systemic issues, and scale best practices across SC Managed operations.

Senior Operations Manager, Managed Services

Human Resources

• Define HR technology integration architecture, standards, and patterns across API-led, event-driven, and batch models using Boomi, with OCI services as an added advantage.
• Partner with stakeholders to gather requirements, translate them into technical specifications, and align solutions with business goals and user needs.
• Provide ongoing support for Oracle HCM Cloud extracts and Boomi integrations.
• Lead the design and development of new integrations and system enhancements, managing delivery from requirements through implementation to ensure scalable, efficient solutions aligned with business objectives.
• Establish API governance standards, including versioning, lifecycle management, documentation, and deprecation policies.
• Define security standards for HR data integrations, including OAuth2/OIDC, mTLS, JWT, secret rotation, token scopes, IP allowlists, data masking, and RBAC.
• Develop canonical HR data models and reusable mapping libraries.
• Lead end-to-end integration solutions across Fusion HCM, payroll providers, carrier feeds (EDI/834), identity systems, Finance/ERP, and data and analytics platforms.
• Drive continuous improvement in efficiency, quality, and delivery effectiveness.
• Deliver carrier and payroll feeds that meet regulatory and format standards (834, 820/BAI, CSV, JSON, XML) and support auditable reconciliation.
• Build observability through structured logging, KPI tracking, tracing, synthetic monitoring, dashboards, and proactive alerting.
• Own incident response, conduct root cause analysis, and implement preventive controls.
• Ensure compliance with SOX, GDPR/CCPA, and internal audit requirements.
• Act as the primary liaison with third parties and internal stakeholders to define, implement, and support system interfaces.
• Share knowledge and coach less experienced team members.
• Identify gaps, assess downstream impacts of business requirements, and recommend improvements within assigned areas.
• Provide subject matter expertise on system functionality and application design.
• Assess business process strengths, weaknesses, inefficiencies, and risks to inform effective process and system design.

HR Tech Integration Architect

• Develop and communicate a clear, strategic product vision aligned with healthcare and AI market needs.
• Conduct market research and define a long-term product strategy, maintaining and adjusting a prioritized roadmap.
• Lead all stages of the product development lifecycle (PDLC) from ideation to post-launch optimization.
• Conduct user research and analyze customer insights to define actionable product requirements.
• Collaborate with cross-functional teams (marketing, sales, engineering) to ensure smooth execution and alignment on product goals.
• Present updates, risks, and trade-offs to executive leadership.
• Own business case development, including P&L, pricing strategies, and financial modeling.
• Monitor product performance post-launch and use KPIs and data to drive future iterations.
• Identify and mitigate risks, focusing on healthcare regulatory compliance and AI model governance.
• Lead successful product launches in collaboration with marketing.

Senior Product Manager

Customer Support

• Deliver exceptional customer service to internal and external stakeholders.
• Manage and process customer orders from order entry through successful delivery and invoice.
• Provide proactive updates on shipment status, delivery schedules, and order progress and dispute resolution.
• Monitor customer orders to ensure on-time and accurate fulfillment.
• Coordinate cross-functional investigations and corrective actions.
• Manage customer complaints and service escalations through closure.
• Collaborate with Commercial team, Sales Operation, Supply chain and finance to ensure adherence to SOP’s for market requirements.
• Escalate compliance-related issues and potential risks when required
• Track key shipment milestones, including departure, arrival, customs clearance, and proof of delivery.
• Investigate and resolve shipment discrepancies, delays, and customer concerns.
• Maintain accurate reporting and visibility of export order status.
• Ensure customer expectations are met through proactive communication and timely issue resolution.
• Act as the voice of the customer internally by identifying recurring customer pain points and proposing improvements.
• Support customer-focused initiatives that improve service levels, communication, and operational excellence.
• Identify process inefficiencies and actively participate in Continuous Improvement / FBS initiatives to improve customer experience, productivity, and operational performance.

Customer Service Representative, Dutch

• Define and execute the global service portfolio strategy, including lifecycle services, warranty analytics, pricing, maintenance and commercial- programs, digital services, software-enabled offerings, training, consulting, and support solutions.
• Own the service portfolio roadmap from concept through commercialization, growth, maturity, and retirement while delivering measurable improvements in recurring revenue, profitability, customer retention, and service adoption.
• Develop business models that expand recurring revenue through subscription, maintenance, service contracts, and digital service offerings.
• Lead the development and launch of new service products in collaboration with Engineering, Operations, Customer Success, Sales, Marketing, and regional business teams.
• Continuously assess customer needs, service performance, competitive offerings, and industry trends to identify opportunities for innovation and portfolio expansion.
• Develop pricing strategies, service packaging, warranty programs, support offerings, and lifecycle management policies that improve profitability and customer satisfaction.
• Define service value propositions and commercial strategies that enable regional sales organizations to successfully position and sell service solutions.
• Monitor key business metrics including service revenue, gross margin, renewal rates, customer retention, utilization, customer satisfaction, and service profitability.
• Drive continuous improvement initiatives that enhance service delivery efficiency and customer experience.
• Support strategic partnerships, digital transformation initiatives, and business development opportunities related to service growth.
• Present service portfolio strategy, market insights, business performance, and investment recommendations to executive leadership.

Service Portfolio Manager

General

• Coordinate and schedule interviews, ensuring all logistics are in place, including interviewers' availability, meeting rooms, and necessary equipment.
• Serve as a point of contact for internal stakeholders regarding interview scheduling and provide timely updates on interview status.
• Coordinate pre-employment activities, such as reference checks, background screenings, and employment verifications, ensuring timely completion and documentation.
• Maintain accurate and organized talent acquisition records, including candidate profiles, interview notes, and hiring documentation in compliance with company policies and legal requirements.
• Assist with the pre-boarding process for new hires, including offer packages, coordinating paperwork, and ensuring completion of required documents.
• Collaborate with the HR team to ensure timely and accurate reporting of talent acquisition metrics.
• Identify opportunities for process optimization and collaborate with key stakeholders to implement improvements, optimize workflows, and enhance the overall effectiveness across the talent landscape.
• Stay up to date with industry trends and best practices in talent acquisition, learning, and development administration, suggesting improvements to enhance our processes and practices.

Talent Specialist – EMEA

AI Engineer

• Develop and implement Machine Learning and Generative AI solutions to solve business challenges.
• Build, test, and optimize AI models using Python and modern AI/ML frameworks.
• Design and develop Retrieval-Augmented Generation (RAG) applications using enterprise knowledge sources.
• Assist in developing AI Agents and multi-agent workflows using frameworks such as LangChain, LangGraph, CrewAI, or similar technologies.
• Perform data preparation, feature engineering, model training, evaluation, and performance monitoring.
• Support deployment and operationalization of AI models using MLOps best practices.
• Integrate AI solutions with enterprise applications, APIs, databases, and cloud platforms.
• Collaborate with business stakeholders, developers, and data teams to gather requirements and deliver AI-driven solutions.
• Conduct research on emerging AI technologies, tools, and frameworks and recommend innovative solutions.
• Create technical documentation, test cases, and deployment artifacts for developed solutions.
• Participate in code reviews, knowledge-sharing sessions, and continuous improvement initiatives.

Associate AI-ML Engineer

Business Development Rep

• Build targeted account and contact lists aligned to Accruent’s ICP, territory priorities, and Win Zone strategy.
• Execute consistent multi-channel prospecting through phone, email, LinkedIn, events, and approved engagement tools.
• Research accounts and buyers to understand business context, potential pain points, and relevant messaging angles.
• Create personalized outreach that earns attention and opens the door to meaningful sales conversations.
• Maintain a steady operating rhythm of daily and weekly prospecting activity tied to meetings, SALs, and pipeline contribution.
• Conduct initial discovery to understand business needs, current processes, urgency, stakeholder involvement, and potential fit.
• Qualify opportunities based on account profile, buyer role, business pain, timing, and potential value.
• Schedule high-quality meetings for Account Executives with clear context, qualification notes, and recommended next steps.
• Partner with AEs before and after meetings to improve conversion, refine targeting, and increase pipeline quality.
• Support outbound plays tied to strategic accounts, active campaigns, events, and priority growth initiatives.
• Develop a working understanding of Accruent’s solutions, value propositions, buyer personas, and target industries.
• Learn how different stakeholders think about operational efficiency, asset performance, facilities management, lease administration, capital planning, compliance, and related business challenges.
• Use industry signals, company news, technology changes, and business triggers to make outreach more relevant.
• Share prospect feedback, objections, competitive insights, and market signals with the BDR Manager, AEs, and Marketing.
• Maintain accurate and timely records in Salesforce and sales engagement tools.
• Track calls, emails, meetings, qualification notes, account intelligence, and follow-up activity.
• Participate actively in standups, coaching sessions, call reviews, pipeline reviews, and outbound planning.
• Use performance data and manager feedback to improve messaging, targeting, conversion, and overall execution.
• Take ownership of daily activity, weekly outcomes, and continuous improvement.

Business Development Representative

Recruitment

• Lead, coach, and develop a North America recruiting team of approximately five recruiters supporting professional and management hiring.
• Build a team culture grounded in accountability, urgency, strong sourcing discipline, candidate experience, and continuous improvement.
• Develop recruiters into trusted talent advisors who can influence hiring managers, understand talent markets, and manage searches with rigor.
• Raise the bar on recruiting execution, including intake quality, sourcing strategy, pipeline development, assessment discipline, and offer management.
• Provide hands-on coaching through active searches, candidate calibration, stakeholder management, and hiring manager engagement.
• Partner closely with the Head of Global Talent Acquisition to execute the broader talent acquisition strategy at the regional level.
• Translate business priorities into practical recruiting plans, talent pipelines, and market-facing search strategies.
• Support a major focus on up-leveling commercial talent over the first 24 months.
• Use recruiting data and operating metrics, including pipeline health, conversion, time-to-fill, quality of slate, and offer acceptance, to manage performance and drive accountability.
• Build trusted relationships with business leaders, HR partners, and hiring managers across North America.
• Manage select high-priority, confidential, senior-level, or business-critical searches, potentially including VP-level roles.
• Bring a search-oriented mindset to critical roles, including proactive sourcing, candidate development, and competitive talent intelligence.

Senior Manager, Talent Acquisition

• Lead, develop, and continue to strengthen a high-performing global talent acquisition team of approximately 20, with four direct reports: an APAC recruiting leader, an EMEA recruiting leader, and two Americas-based leaders.
• Own and advance Ralliant’s talent acquisition strategy to attract and hire the best talent, with speed and rigor, everywhere they operate, supported by scalable sourcing channels, modern and AI-enabled tooling, and a metrics-driven operating model.
• Run a disciplined account-management model in partnership with senior business leaders and the Heads of HR.
• Partner closely with the broader talent team and their external search partners on executive recruiting and personally own a select portfolio of their most senior and sensitive searches end-to-end, from research through interview debriefs and finalist recommendations.

Head of Global Talent Acquisition

• Engage directly with grid operators, protection engineers, and utility stakeholders to understand operational workflows and constraints
• Conduct interviews, observations, and site visits to capture real-world use cases related to fault detection, classification, diagnostics, fault location, and power quality
• Own and prioritize the Agile team backlog, balancing customer value, technical feasibility, and delivery flow
• Participate in PI Planning, iteration planning, backlog refinement, and PO synchronization ceremonies
• Partner with Product Managers to translate grid strategy and features into executable team backlog

Product Owner

Full-stack Engineer

• Design, develop, and maintain UIs and APIs using Next.js and and C# to support various applications and services.
• Implement and maintain data access layers using Entity Framework.
• Participate in code reviews and provide constructive feedback to peers.
• Debug and resolve issues in the development, testing, and production environments.
• Collaborate with software engineers, architects, and product managers to design scalable and reliable systems.
• Work with AWS services, including EC2, Lambda, S3, RDS, and others, to support application development and deployment.
• Contribute to continuous integration and continuous deployment (CI/CD) pipelines to facilitate seamless delivery of software updates.
• Collaborate with CloudOps teams to monitor, troubleshoot, and optimize application performance and cloud resource utilization.
• Demonstrate the ability to effectively leverage AI-assisted development tools to improve productivity, code quality, troubleshooting, and delivery outcomes while applying sound engineering judgment.
• Create and execute unit tests for Next.js UI components and Entity Framework APIs to improve application overall code quality.