VP Talent Planning & Capability

Location: Everett (Preferred) or US Remote (for right candidate)

The Vice President, Talent Planning & Capability is an enterprise HR leader responsible for defining and operationalizing Fortive’s talent planning strategy, ensuring the organization has the right skills, leadership depth, and workforce capacity to deliver business outcomes. This role ensures optimal return on talent investment by aligning workforce strategy to business performance and productivity to enable Fortive to compete effectively in dynamic labor markets. 

Reporting to the SVP, Chief People Officer, this role partners closely with the HR Leader Team (HRLT), Operating Company leaders, and HR Centers of Excellence (COEs) to build scalable workforce planning, talent architecture, and succession systems. The VP translates business strategy into actionable talent insights and drives consistent execution across the enterprise. This role serves as a trusted advisor to senior leadership, shaping talent decisions that drive growth, performance, and long-term capability building across Fortive. 

Key Responsibilities 

1. Workforce Planning & Organizational Design 

• Lead the design and implementation of enterprise workforce planning frameworks, including demand forecasting, talent segmentation, and capacity modeling, to anticipate talent needs and align to business direction and growth goals. 

• Translate business strategy into actionable workforce strategies that align talent supply, capability needs, growth priorities, and operating cadence. 

• Integrate workforce planning into annual and multi-year processes, ensuring plans inform needs and decision points across hiring, development, and investments. 

• Utilize external labor market intelligence, competitive benchmarking, and industry trends to inform workforce strategy, including build/buy/borrow decisions and location strategy. 

2. Talent Architecture (Roles, Skills, Competencies) 

• Define and operationalize enterprise talent architecture, including role and skills frameworks for critical functions and segments. 

• Establish consistent job definitions, talent segmentation, and competency models to improve workforce visibility and talent decisions. 

• Enable adoption of talent architecture through HRBPs, COEs, and digital platforms. 

• Leads the evolution to a skills-based organization by defining critical future capabilities, identifying skill gaps, and shaping enterprise reskilling and upskilling priorities. 

• Partners with HR Technology to enable digital and AI-driven talent architecture solutions (e.g., skills inference, capability mapping, workforce insights). 

3. Succession Planning & Talent Mobility 

• Identify and define critical roles and talent priorities across the enterprise, ensuring clarity on positions essential to business continuity, growth, and long-term capability building. 

• Build and maintain robust succession pipelines and internal mobility mechanisms that increase bench strength, accelerate readiness, and expand opportunities for internal movement across Fortive. 

• Integrates succession planning with broader leadership development and capability building strategies to ensure sustainable leadership pipelines aligned to future business needs. 

4. Talent Review & Governance 

• Design and lead enterprise talent review processes to assess talent across Fortive leadership and critical roles. 

• Establish governance and calibration mechanisms across OpCos to drive consistency, rigor, and accountability. 

• Translate talent reviews into clear actions, including leadership movement, investment, and development. 

• Ensure talent reviews inform enterprise-level decisions on deployment, investment prioritization, and leadership placement, directly linking talent outcomes to business performance. 

5. Talent Insights & Analytics 

• Shape and advance Fortive's workforce data and insights strategy, partnering across the enterprise to integrate employee feedback, engagement, and talent data into our strategic priorities and talent decisions.

• Develop and deploy workforce and talent analytics that inform decisions on talent investments, organizational capability, and workforce risk. 

• Deliver actionable insights on pipeline strength, skill gaps, and workforce risk. 

• Partner with HR Tech and Analytics teams to strengthen and scale data-driven decision-making across talent processes. 

• Advance predictive and scenario-based analytics to anticipate future talent needs, quantify workforce risk, and evaluate return on talent investments. 

6. Enterprise Leadership  

• Drive enterprise-wide talent transformation, shaping leader behaviors and embedding talent planning into business decision-making rhythms. 

• Balance enterprise standardization with OpCo flexibility, establishing clear standards while enabling practical adoption. 

7. Talent Strategy Integration 

• Ensure end-to-end integration of talent strategy across workforce planning, talent acquisition, leadership development, performance management, and retention to enable a cohesive and high-performing talent lifecycle. 

• Partner with COEs (Talent Acquisition, Talent Enablement & Total Rewards) to align talent strategies and investments to enterprise priorities and workforce plans. 

• Align talent planning outputs with enterprise performance management and development processes to ensure sustained impact on capability and performance.

Basic Qualifications 

• Bachelor’s degree required; advanced degree preferred 

• 12+ years of progressive HR / talent management experience 

• 5+ years in enterprise-level talent planning, workforce planning, or talent management leadership 

• Demonstrated experience building and scaling talent systems across complex organizations 

• Proven ability to influence senior executives and drive enterprise-level talent decisions tied to business outcomes. 

• Strong analytical capability, including experience leveraging workforce analytics and insights to inform strategic decisions. 

• Experience integrating external market intelligence, future-of-work trends, and skills-based approaches into talent strategy.

Fortive Corporation Overview

Fortive’s essential technology makes the world stronger, safer, and smarter. We accelerate transformation across a broad range of applications including environmental, health and safety compliance, industrial condition monitoring, next-generation product design, and healthcare safety solutions.

We are a global industrial technology innovator with a startup spirit. Our forward-looking companies lead the way in software-powered workflow solutions, data-driven intelligence, AI-powered automation, and other disruptive technologies. We’re a force for progress, working alongside our customers and partners to solve challenges on a global scale, from workplace safety in the most demanding conditions to groundbreaking sustainability solutions.

We are a diverse team 18,000 strong, united by a dynamic, inclusive culture and energized by limitless learning and growth. We use the proven Fortive Business System (FBS) to accelerate our positive impact. 

At Fortive, we believe in you. We believe in your potential—your ability to learn, grow, and make a difference. 

At Fortive, we believe in us. We believe in the power of people working together to solve problems no one could solve alone. 

At Fortive, we believe in growth. We’re honest about what’s working and what isn’t, and we never stop improving and innovating.

Fortive: For you, for us, for growth.