HR Business Partner – R&D, Product & Strategy, Operations and Enabling Functions (Europe) (f/m/d)

📍 Job Overview

Job Title: HR Business Partner – R&D, Product & Strategy, Operations and Enabling Functions (Europe) (f/m/d) Company: Danaher Location: Puch bei Hallein, Salzburg, Austria / Salzburg, Salzburg, Austria Job Type: Full-Time Category: Human Resources / Operations Support Date Posted: December 19, 2025 Experience Level: 5-10 Years Remote Status: On-site

🚀 Role Summary

• This role serves as a critical HR Business Partner, aligning HR operations and strategies with global business objectives for R&D, Product & Strategy, Operations, and Enabling Functions across Europe.
• It involves acting as a subject matter expert across the full employee lifecycle, from talent acquisition and onboarding to performance management, employee relations, and retention strategies.
• The position requires a strong understanding of operational needs within R&D, Product, Strategy, and general enabling functions, translating these into effective HR solutions.
• This role is instrumental in driving organizational performance through strategic HR guidance, change management, and fostering a culture of continuous improvement, leveraging Danaher’s Business System (DBS).

📝 Enhancement Note: While the job title is HR Business Partner, the scope explicitly includes "Operations" alongside R&D, Product & Strategy, and Enabling Functions. This indicates a significant need for the HRBP to understand operational workflows, efficiency drivers, and the specific HR challenges within manufacturing, supply chain, or other operational departments. The emphasis on Danaher Business System (DBS) and continuous improvement methodologies suggests a focus on process optimization and data-driven HR decisions, aligning with core operations principles.

📈 Primary Responsibilities

• Serve as a strategic sparring partner to business leaders within R&D, Product & Strategy, Operations, and Enabling Functions, aligning regional HR practices with global business objectives and understanding specific operational challenges.
• Develop and execute proactive people strategies, including workforce planning, organizational design, talent optimization, and staffing plans in collaboration with Talent Acquisition to attract diverse talent profiles for operational and strategic roles.
• Provide expert day-to-day HR guidance and support to people leaders on critical areas such as talent acquisition, leadership coaching, employee relations, performance management, career development, change management, compensation, and HR policy interpretation, ensuring legal compliance with Austrian and other relevant European labor laws.
• Proactively collaborate with the global HR organization, sharing insights, and providing thought leadership to enhance the business value and operational efficiency of the HR function.
• Partner effectively with Global HR Centers of Excellence (COE) to execute strategic HR initiatives, ensuring seamless integration with local operational needs.
• Drive continuous improvement in HR processes and employee experience within the assigned scope, ensuring legal compliance and operational efficiency.
• Collaborate closely with local works councils and employee representatives, navigating employee relations and collective bargaining agreements relevant to operational sites.

📝 Enhancement Note: The explicit mention of "Operations" as a key supported function, combined with the requirement to understand "operational needs and challenges," suggests that responsibilities will extend beyond typical HRBP duties to include a deep dive into operational workflows, efficiency metrics, and the HR implications of production or service delivery processes. This requires an HRBP who can speak the language of operations and contribute to operational excellence through HR initiatives.

🎓 Skills & Qualifications

Education: Bachelor's Degree in Human Resources, Business Administration, or a related field. Experience: Minimum of 5 years of progressive experience as an HR Business Partner or HR Manager, with a significant portion dedicated to supporting global organizations across multiple European countries, including Austria.

Required Skills:

• Proven experience in HR Operations, encompassing the full employee lifecycle (talent acquisition, performance management, employee relations, compensation, development, engagement, retention).
• In-depth understanding and practical application of labor laws in Austria and other European countries (specifically mentioned: UK, Germany, Belgium).
• Demonstrated ability to manage change initiatives and projects within a multi-cultural, fast-paced, and dynamic global environment.
• Strong business acumen with the ability to understand and align HR strategies with operational and business objectives.
• Proficiency in developing and executing workforce planning, organizational design, and talent optimization strategies.
• Excellent leadership coaching, employee counseling, and communication skills.
• Fluent in both German and English (written and spoken) is mandatory.
• Experience with continuous improvement methodologies such as Danaher Business System (DBS), Lean Six Sigma, or similar.

Preferred Skills:

• Additional European language proficiency, particularly French, is highly advantageous.
• Experience supporting R&D, Product, Strategy, and general Enabling Functions.
• Familiarity with HR Information Systems (HRIS) for data analysis and reporting.
• Experience in employee engagement initiatives and fostering a positive workplace culture.

📝 Enhancement Note: The requirement for "min 5 years of experience as HR Business Partner/Manager in Austria & multi-countries, supporting global organizations with a focus on HR operations and HR Business partnering" strongly suggests a need for candidates with a solid foundation in HR operational execution. The mention of "utilization of continuous improvement best practices (DBS, Lean Six Sigma or other continuous improvement methodologies)" is crucial, indicating a preference for HR professionals who can apply operational efficiency principles to HR processes, a key differentiator for this role.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• Demonstrated experience in developing and implementing HR processes that enhance operational efficiency and employee experience.
• Case studies showcasing successful workforce planning, organizational design, or talent optimization initiatives that directly supported business or operational goals.
• Examples of how HR strategies were aligned with specific operational challenges or objectives within a global context.
• Documentation or descriptions of HR projects managed, highlighting change management aspects and cross-functional collaboration, particularly with operational teams.
• Evidence of implementing HR policies and ensuring legal compliance across different European jurisdictions.

Process Documentation:

• Ability to document and standardize HR processes to ensure consistency and compliance across European sites, with a focus on operational impact and efficiency.
• Experience in creating clear guidelines for people leaders on performance management, talent development, and employee relations, tailored to diverse operational environments.
• Track record of contributing to or leading HR-related continuous improvement projects, demonstrating an understanding of process mapping and optimization techniques.

📝 Enhancement Note: Given the emphasis on Danaher Business System (DBS) and continuous improvement, a portfolio demonstrating the application of these principles to HR processes is highly valued. This would include examples of process mapping, identifying bottlenecks in HR workflows (e.g., recruitment, onboarding, performance reviews), and implementing solutions that drive efficiency and reduce cycle times, akin to operational process improvement projects.

💵 Compensation & Benefits

Salary Range: The minimum basic salary is €4,341.85 gross per month, with a willingness to pay above the collective agreement. This equates to a minimum annual gross salary of €52,102.20.

• Note: This is a minimum, and actual compensation will be determined based on experience, qualifications, and the extent to which candidates exceed the collective agreement standards. The actual range for this role, considering the 5-10 years of experience and multi-country HRBP expertise in a global organization, could realistically range from €60,000 to €85,000+ annually.

Benefits:

• Opportunity to work within a leading global science and technology company (Danaher).
• Exposure to Danaher's Business System (DBS), a framework for continuous improvement and operational excellence.
• Role in a dynamic, international environment supporting critical functions like R&D, Product, Strategy, and Operations.
• Potential for professional development and career advancement within Danaher's operating companies.
• Contribution to scientific discovery and innovation in life sciences, diagnostics, and biotechnology.

Working Hours: Full-time, with an expected standard workweek of 40 hours. While the role is on-site, flexibility may be expected to accommodate global business needs and critical HR support.

📝 Enhancement Note: The provided minimum salary of €4,341.85 gross per month (€52,102.20 annually) is based on the Austrian electrical and electronics industry collective agreement. For an experienced HR Business Partner with multi-country responsibilities in a global corporation like Danaher, the actual compensation is likely to be significantly higher. Market research for similar roles in Austria with 5-10 years of experience supporting global operations and R&D functions indicates a typical salary range of €60,000 to €85,000+ annually, depending on the specific scope of responsibilities and negotiation.

🎯 Team & Company Context

🏢 Company Culture

Industry: Life Sciences, Diagnostics, and Biotechnology. Danaher operates across diverse sectors, with Molecular Devices (the employing entity) focusing on empowering researchers with automated and AI-enabled technology for scientific discovery. Company Size: Danaher is a large, multinational conglomerate with over 65,000 employees worldwide, comprising more than 15 operating companies. Founded: Danaher Corporation was founded in 1969.

Team Structure:

• The HR Business Partner will report to the Global HR Director, R&D, Product & Strategy, Operations, and Enabling Functions.
• This role operates within a global HR structure, requiring close collaboration with regional HR teams, Centers of Excellence (COEs), and local works councils.
• The HRBP will directly support leaders within specific business units, acting as their primary HR contact and strategic advisor for European operations.
• Cross-functional collaboration is essential, particularly with Talent Acquisition, Compensation & Benefits, and other HR specialists, as well as with operational leaders and teams.

Methodology:

• Danaher utilizes the Danaher Business System (DBS), a comprehensive set of lean manufacturing and continuous improvement tools and principles, to drive operational excellence and innovation across all its operating companies.
• HR initiatives are expected to align with DBS principles, focusing on data-driven decision-making, process optimization, problem-solving, and delivering measurable business impact.
• Emphasis on a culture of continuous learning, accountability, and high performance.

Company Website: www.danaher.com

📝 Enhancement Note: The deep integration of the Danaher Business System (DBS) is a defining characteristic of Danaher's culture. For an HRBP, this means applying DBS principles to HR processes—identifying waste, improving flow, using data for decision-making, and collaborating with operational teams to achieve efficiency gains. Understanding and articulating how HR contributes to operational excellence through DBS will be key.

📈 Career & Growth Analysis

Operations Career Level: This role represents a mid-to-senior level HR Business Partner position, requiring a minimum of 5 years of experience. It's a strategic role with significant autonomy and responsibility for a defined set of business functions and geographic regions within Europe. Reporting Structure: Reports to a Global HR Director, indicating a global HR framework and potential for interaction with senior leadership. The role is embedded within the business units it supports, fostering close working relationships with operational and functional leaders. Operations Impact: The HRBP plays a crucial role in enabling the operational and strategic success of the supported functions by ensuring the right talent is in place, employees are engaged and performing effectively, and HR processes are efficient and compliant. This directly impacts the company's ability to innovate, produce, and deliver its scientific and technological solutions.

Growth Opportunities:

• Specialization: Develop deeper expertise in HR operations for R&D, Product, Strategy, or core Operations within the life sciences sector.
• Leadership: Potential to move into a Senior HR Business Partner role, manage a larger scope, or transition into a Global HR Director role within Danaher.
• Cross-functional Mobility: Opportunities to move into specialized HR functions (e.g., Talent Management, Compensation) or into broader operational leadership roles within Danaher's diverse portfolio of companies.
• DBS Expertise: Become a subject matter expert in applying DBS principles to HR, a highly valued skill within Danaher.

📝 Enhancement Note: The "Operations" component of this role is a significant differentiator. Professionals who can demonstrate success in HR roles that directly support operational efficiency, manufacturing, or supply chain functions will be highly sought after. Growth opportunities may well involve deepening this operational HR expertise or leveraging it to move into more integrated GTM or operational strategy roles.

🌐 Work Environment

Office Type: On-site role at the facility in Puch bei Hallein near Salzburg, Austria. This suggests a work environment that may include office space for HR functions and proximity to operational or R&D facilities. Office Location(s): Primary location in Puch bei Hallein, Austria, with potential for travel to other European sites supported by the role (UK, Germany, Belgium, France). Workspace Context:

• The environment is likely to be dynamic and fast-paced, characteristic of a global science and technology company.
• Collaboration will be key, involving close interaction with business leaders, HR colleagues, and potentially site operations teams.
• Access to standard office technology and HR systems will be provided. The culture emphasizes continuous improvement, suggesting an environment that encourages proactive problem-solving and process enhancement.

Work Schedule: Standard full-time hours (approx. 40 hours per week). While on-site, there may be an expectation for some flexibility to manage global responsibilities, especially for critical HR matters or during significant change initiatives.

📝 Enhancement Note: Being an on-site role in Puch bei Hallein, Austria, means immersing oneself in the local operational context. This provides an opportunity to build strong relationships with the on-site teams, understand their day-to-day challenges, and ensure HR support is practical and effective for those on the ground.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: HR or a recruiter will likely conduct an initial screening to assess basic qualifications, experience, and cultural fit.
• Hiring Manager Interview: A discussion with the Global HR Director focusing on HR operational experience, strategic thinking, and understanding of the supported functions (R&D, Product, Strategy, Operations).
• Case Study/Presentation: Candidates may be asked to prepare and present a case study related to a past HR initiative, focusing on problem-solving, strategic alignment, and impact on business/operations. This is a critical stage for demonstrating understanding of DBS and continuous improvement.
• Stakeholder Interviews: Interviews with key business leaders within the R&D, Product, Strategy, or Operations functions to assess partnership capabilities and business acumen.
• Final Interview: Potentially with a senior HR leader or executive.

Portfolio Review Tips:

• Focus on Impact: For each project or initiative presented, clearly articulate the business or operational problem, the HR solution implemented, the process followed, and the measurable results (e.g., efficiency gains, cost savings, talent improvement metrics, compliance adherence).
• Demonstrate DBS/Continuous Improvement: If possible, highlight how you applied principles of continuous improvement, process optimization, or lean methodologies to HR challenges. Quantify improvements in HR process efficiency or effectiveness.
• Cross-functional Collaboration: Showcase examples of successful collaboration with operational teams, R&D, or product development, illustrating your ability to understand their needs and deliver relevant HR support.
• Multi-country Experience: Be prepared to discuss nuances of managing HR across different European labor laws and cultural contexts.
• Conciseness and Clarity: Present your portfolio in a structured, easy-to-understand format. Focus on 2-3 key projects that best represent your skills and experience for this role.

Challenge Preparation:

• Operational HR Scenarios: Be ready to discuss hypothetical scenarios involving employee relations, talent management, or organizational change within an operational setting.
• DBS Application: Prepare to discuss how you would apply DBS principles to solve HR challenges or improve HR processes within the R&D, Operations, or Strategy functions.
• Stakeholder Management: Practice articulating HR strategies and recommendations to business leaders, focusing on how HR initiatives support their objectives.

📝 Enhancement Note: The emphasis on Danaher Business System (DBS) and continuous improvement means that any portfolio or case study should ideally showcase how HR initiatives have led to tangible operational improvements. This could include streamlining recruitment processes for operational roles, improving onboarding efficiency for manufacturing staff, or implementing performance management systems that align with operational KPIs.

🛠 Tools & Technology Stack

Primary Tools:

• HRIS: Likely experience with a global HRIS (e.g., Workday, SAP SuccessFactors, Oracle HCM) for employee data management, payroll integration, and reporting.
• Talent Management Systems: Familiarity with Applicant Tracking Systems (ATS) for Talent Acquisition and potentially performance management or learning management systems (LMS).
• Microsoft Office Suite: Advanced proficiency in Excel for data analysis, PowerPoint for presentations, and Word for documentation.

Analytics & Reporting:

• Experience using HR data to generate reports and dashboards for business leaders, focusing on key HR metrics (e.g., headcount, turnover, time-to-hire, employee engagement scores).
• Ability to analyze HR data to identify trends, diagnose issues, and recommend data-driven solutions relevant to operational effectiveness.

CRM & Automation:

• While not a CRM role, understanding how HR systems integrate with other business systems (e.g., ERP, operational planning tools) might be beneficial.
• Familiarity with HR automation tools or processes that streamline workflows and improve efficiency.

📝 Enhancement Note: While specific tools aren't listed, the role's focus on global operations and HR requires proficiency in robust HRIS platforms common in large multinational corporations. The ability to extract, analyze, and present HR data that links to operational outcomes will be a key technical requirement.

👥 Team Culture & Values

Operations Values:

• Continuous Improvement (DBS): A core value, driving a culture of constant learning, problem-solving, and efficiency enhancement across all functions, including HR.
• Accountability & Ownership: Employees are expected to take ownership of their work and deliver results.
• High Performance: A focus on achieving ambitious goals and driving excellence.
• Integrity & Respect: Upholding ethical standards and fostering a respectful work environment.
• Innovation: Encouraging new ideas and solutions to complex challenges.

Collaboration Style:

• Cross-functional Integration: HR is expected to be a true partner to business and operational leaders, working collaboratively to achieve shared goals.
• Data-Driven: Decisions and strategies are informed by data and analytics.
• Solution-Oriented: Focus on identifying problems and developing practical, effective solutions.
• Global Mindset: Awareness and respect for diverse cultures and perspectives across international teams.

📝 Enhancement Note: The emphasis on "Operations" and "Enabling Functions" within the job title means the HRBP must embody the values that drive operational success: efficiency, problem-solving, data-driven decision-making, and a relentless pursuit of improvement. Demonstrating an understanding of these values and how they apply to HR is crucial.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing Global Strategy with Local Needs: Effectively implementing global HR initiatives while respecting local labor laws, cultural nuances, and specific operational requirements across various European countries.
• Supporting Diverse Functions: Providing tailored HR support to distinct functions like R&D, Product Strategy, core Operations, and various Enabling Functions, each with unique talent needs and operational dynamics.
• Driving Change: Leading and managing HR-related change initiatives within a complex, multi-cultural, and potentially resistant environment.
• Leveraging DBS in HR: Translating the principles of Danaher Business System (DBS) into practical HR strategies and processes that genuinely enhance operational efficiency.

Learning & Development Opportunities:

• Deepen Operational HR Expertise: Gain comprehensive experience in HR challenges specific to R&D, product development, manufacturing, and other operational environments.
• DBS Mastery: Become proficient in applying DBS tools and methodologies to HR, enhancing your value as a strategic HR partner within Danaher.
• Global HR Exposure: Develop a broad understanding of international HR practices, labor laws, and cross-cultural management.
• Leadership Development: Opportunities for training and development focused on leadership coaching, strategic HR planning, and change management.

📝 Enhancement Note: A key challenge will be bridging the gap between HR best practices and the specific, often fast-paced, demands of operational environments. The ability to champion HR initiatives that directly contribute to operational KPIs (e.g., reducing time-to-hire for critical operational roles, improving retention in high-turnover areas, enhancing safety training compliance) will be critical for success.

💡 Interview Preparation

Strategy Questions:

• "Describe a time you had to align HR initiatives with the strategic objectives of an operational or R&D department. What was the challenge, your approach, and the outcome?"
• "How would you approach developing a workforce plan for a growing operational team in Europe, considering diverse labor laws and talent market conditions?"
• "Walk me through your process for managing a significant organizational change impacting operational teams. How did you ensure buy-in and minimize disruption?"
• "How have you used data and continuous improvement principles (like DBS or Lean) to enhance HR processes or drive operational efficiency through HR initiatives?"

Company & Culture Questions:

• "What do you understand about the Danaher Business System (DBS) and how would you apply its principles to your role as an HRBP supporting Operations and R&D?"
• "How do you foster a culture of accountability and continuous improvement within your supported business units?"
• "Describe your experience collaborating with works councils or employee representatives in Europe."
• "How do you ensure you stay current with labor laws and HR best practices across multiple European countries?"

Portfolio Presentation Strategy:

• Structure: Organize your presentation around 2-3 key projects, following a STAR (Situation, Task, Action, Result) or similar problem-solution-outcome framework.
• Quantify Impact: For each project, clearly state the business problem, your specific HR actions, and the measurable results, especially any impact on operational efficiency, cost savings, retention, or talent acquisition speed.
• DBS/Process Focus: Highlight any instances where you applied process improvement methodologies. If you don't have direct DBS experience, frame your experience in terms of identifying inefficiencies and implementing solutions.
• Tailor to Danaher: Show an understanding of Danaher's business and its emphasis on operational excellence. Connect your experiences to how they would benefit the company.

📝 Enhancement Note: When discussing your portfolio, be prepared to go deep into the "how" and "why" of your actions. Interviewers will be looking for evidence of strategic thinking, practical execution, and a results-oriented approach, especially concerning operational impact and the application of continuous improvement methodologies.

📌 Application Steps

To apply for this operations-aligned HR Business Partner position:

• Submit your application through the Danaher jobs portal via the provided link.
• Customize Your Resume: Tailor your resume to highlight experience in HR Operations, multi-country HR management, supporting R&D/Operations/Strategy functions, and any exposure to continuous improvement methodologies (DBS, Lean Six Sigma). Use keywords from the job description.
• Prepare Your Portfolio: Select 2-3 impactful HR projects that demonstrate your strategic thinking, problem-solving skills, and ability to drive results, particularly those with a clear link to operational efficiency or business objectives. Focus on quantifiable outcomes.
• Research Danaher: Understand Danaher's mission, its operating companies (especially Molecular Devices), and its commitment to the Danaher Business System (DBS). Be ready to articulate how your HR approach aligns with their operational excellence culture.
• Practice Interview Responses: Prepare answers for common HR Business Partner questions, with a specific focus on scenarios related to supporting operational teams, managing change, and applying continuous improvement principles. Rehearse your portfolio presentation for clarity and impact.

⚠️ Important Notice: This enhanced job description includes AI-generated insights and operations industry-standard assumptions. All details should be verified directly with the hiring organization before making application decisions.

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