Talent Enablement Partner

The Talent Enablement (TE) Partner helps Fortive Operating Companies (OpCos) solve business and leadership challenges by translating them into practical talent actions that improve performance. This role serves as a dedicated partner to assigned OpCos and corporate functions — helping leaders focus on the few development and capability shifts that matter most, activating the right solutions, and staying accountable until those changes take hold.

Reporting to the VP Talent Enablement, the TE Partner works closely with OpCo HR Vice Presidents, HR business partners, people to listen, diagnose, confirm, recommend, co-create, and sustain solutions over time. This is not a traditional program-building role. TE Partners use enterprise tools and content first, shape practical solutions for the OpCo context, and only build something new when nothing else will work. The role requires someone who can learn a new business quickly, build credibility without a lot of infrastructure, operate comfortably in ambiguity, and stay with the work long enough to see behavior and business outcomes improve.

Primary Responsibilities

1. Business & Talent Diagnosis

• Build a deep understanding of each assigned Operating Company’s strategy, leadership strengths, and talent risks through an embedded partnership with OpCo HRVP and HR Business Partners.  

• Partner with operating company HR teams to clarify the real business problems to solve and shape targeted responses.

• Translate business challenges into clear leadership, capability, and talent implications.

2. Solution Shaping & Enablement 

• Shape, recommend, co-create, and embed practical solutions by drawing from enterprise curriculum, assessments, coaching, development plans, and learning assets as options. Use what already exists when it works. When no enterprise solution fits, the TE Partner may design a net-new approach with the OpCo HR team and flag recurring needs back to the Enterprise Development & Delivery Specialist.

• Adapt and contextualize solutions so they fit the Operating Company’s realities and operating cadence.

3. Selective Delivery & Coaching

• Co‑design and deliver with OpCo HR and other leaders when the circumstances make sense to build internal activation capability. 

• Personally facilitate and deliver high impact workshops, team installations, and leadership sessions when expertise, behavior change, or alignment is critical.

• As needed, partner with OpCo HR to coach leaders and teams in the flow of work, reinforcing new behaviors and practices over time.

• For Partnership Programs (e.g., PLE, GEM, Talent Edge): support the reinforcement, practice, and coaching moments that follow center-delivered core experiences — helping OpCos embed new behaviors in their daily work and operating cadence.

4. Sustained Outcome Ownership

• Maintain ongoing partnership with the Operating Company HR team to monitor progress, adjust the approach, and reinforce follow-through until the change is sticking.

• Stay accountable for outcomes over time — not just design and delivery — and prioritize solutions that support the business strategy and maximize business impact.

• Surface risks, tradeoffs, and priority tensions early and transparently.

• Own the ‘20% localization’ for Partnership Programs — adapting enterprise curriculum to the OpCo’s context, use cases, and operating cadence in partnership with the OpCo HR team.

Required Experience & Capabilities

• Bachelor's degree required; advanced degree in Leadership, Learning & Development, Organizational Development, Human Resources, or a related field preferred.
• Proven experience partnering with business & HR leaders to identify capability gaps and design targeted learning, coaching, and development solutions that address business priorities and performance challenges.
• 7+ years of experience designing, developing, deploying, and facilitating leadership and professional development programs, with demonstrated success driving adoption, skill/capability growth, and performance improvement that accelerate business results.
• Strong expertise in creating and continuously refining learning solutions, frameworks, and development experiences based on business needs, stakeholder feedback, learner insights, and measurable outcomes.
• Highly adaptable and scrappy; able to learn a new business quickly, build credibility & trust without a lot of infrastructure, and operate comfortably in ambiguity.
• Experience establishing success metrics and evaluating learning effectiveness, behavior change, and business impact, using data and insights to continuously improve program quality and relevance.
• Exceptional coaching, consulting, and facilitations skills, with the ability to influence leaders, foster meaningful learning experiences, and translate development initiatives into tangible business results.