Job Description Summary The Director, Resilience, plays a vital role in implementing the company’s resiliency strategy within a designated business Segment and supporting Function. The company is structured into four business Segments—Imaging, Pharmaceuticals (PDx), Patient Care Solutions (PCS), and Advanced Visualization Solutions (AVS)—supported by enterprise Functions such as HR, Finance, and others. This role is embedded within the Resilience Center of Excellence (COE) and focuses on delivering resilience capabilities tailored to the operational needs of the assigned areas. Reporting to the Global Head of Business Continuity & Resiliency, the Director is responsible for executing business continuity and end-to-end resiliency initiatives at the Segment and Function level. The role partners closely with business leaders to embed resilience into planning, strengthen preparedness, and ensure alignment with enterprise standards. While the Director may contribute to broader COE efforts, the primary focus is on Segment-specific execution and support. This role requires strong strategic influence, program management skills, a collaborative focus, and the ability to translate strategy into practical, business-aligned solutions. Job Description Responsibilities: - Facilitate the development of Business Continuity Plans (BCPs) for critical sites and functions, aligned with enterprise resilience goals. - Drive end-to-end supply chain resiliency planning by assessing threats, identifying risks, mapping value streams, and supporting strategies for high-priority operations. - Collaborate with Disaster Recovery teams to ensure application recovery aligns with business continuity objectives. - Integrate real-time risk intelligence into Segment and Function strategies to enable proactive risk management and faster response. - Prioritize and lead complex mitigation initiatives that reduce risk and align with business priorities. - Serve as a strategic advisor and trusted partner to Segment and Function leadership, guiding mitigation actions and influencing decisions on resilience investments and operational risk. - Support climate risk assessments focused on physical threats (e.g., extreme weather, flooding, wildfires) to critical sites and infrastructure, and lead segment mitigation strategies that enhance long-term operational resilience. - Participate and at times lead crisis response efforts, including coordination, mitigation, and post-event reviews. - Lead training and awareness efforts to build resilience capability and embed a culture of preparedness. - Collaborate with technology, data, and operations teams to enhance resilience tools, dashboards, and reporting for real-time visibility and program management. - Coordinate with the Resilience COE and Segment/Function stakeholders to uphold governance standards and contribute to the continuous improvement of the enterprise-wide resilience program. - Track and report on resilience KPIs, operational outages, and other metrics to measure progress and support continuous improvement. Qualifications: - Bachelor’s degree in business administration, risk management, emergency management, or a related field. - Minimum of 8+ years of experience in resilience, business continuity, or related disciplines, with a strong track record of program execution. - Familiarity with resilience tools (e.g., Fusion Risk Management, Everbridge, Castellan), data platforms (e.g., Tableau, PowerBI), and crisis management systems. - Solid understanding of business resilience principles, enterprise risk management, crisis management, and supply chain resilience. - Demonstrated ability to collaborate across functions and influence stakeholders to drive program success. - Experience managing projects and coordinating across multiple stakeholders to deliver timely, effective outcomes. - Strong communication and interpersonal skills, with the ability to engage, support, and influence leaders at various levels. - Experience leading training programs, workshops, or resilience exercises. - Knowledge of manufacturing and supply chain operations. Desired Characteristics: - Professional certifications in Business Continuity (e.g., CBCP, MBCI) or Risk Management. - Proactive, solutions-oriented mindset with the ability to navigate ambiguity and support business decision-making. - Self-starter who can work independently while contributing to a collaborative team environment. - Awareness of industry trends, best practices, and regulatory requirements related to resilience and business continuity. - Strong organizational and problem-solving skills, with the ability to manage competing priorities and deliver results. - Strong oral and written communication skills. Strong interpersonal and leadership skills. Demonstrated ability to analyze and resolve problems. Demonstrated ability to lead programs / projects. Ability to document, plan, market, and execute programs. Established project management skills. #Remote #LI-CH3 For U.S. based positions only, the pay range for this position is $140,000.00-$210,000.00 Annual. It is not typical for an individual to be hired at or near the top of the pay range and compensation decisions are dependent on the facts and circumstances of each case. The specific compensation offered to a candidate may be influenced by a variety of factors including skills, qualifications, experience and location. In addition, this position may also be eligible to earn performance based incentive compensation, which may include cash bonus(es) and/or long term incentives (LTI). GE HealthCare offers a competitive benefits package, including not but limited to medical, dental, vision, paid time off, a 401(k) plan with employee and company contribution opportunities, life, disability, and accident insurance, and tuition reimbursement. Additional Information GE HealthCare offers a great work environment, professional development, challenging careers, and competitive compensation. GE HealthCare is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law. GE HealthCare will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable). While GE HealthCare does not currently require U.S. employees to be vaccinated against COVID-19, some GE HealthCare customers have vaccination mandates that may apply to certain GE HealthCare employees. Relocation Assistance Provided: No Application Deadline: March 30, 2026

What We Do At Leading Educators (LE), we know that excellent teaching is the most important driver of student success. The moment a student steps foot in the classroom, their opportunity to learn depends on how prepared their teacher is to translate complex content knowledge, standards, and their knowledge of that student into lessons that help them learn deeply and apply their thinking to the real world. That’s a big lift, and it often happens alone. As a national nonprofit, we partner with school systems to overcome persistent instructional challenges, foster intentional collaboration and adult learning by design, and ignite new possibilities through systemic solutions at the intersection of teaching, talent, and technology. We work shoulder-to-shoulder with educators at every level of the education system to strengthen their instructional and leadership practices, bring a vision for excellent instruction to life with consistency, and ensure every student reaches their full potential. Through direct support, strategic advising, innovation pilots, and best-in-class research, we help educators work toward a future where every student is ready to thrive. Learn more about our work at leadingeducators.org. Internal and External Candidate Application Deadline: 3/26/26 Position Are you a strategic talent leader who thrives as a thought partner to senior managers? Do you see workforce planning not as an administrative function, but as a competitive advantage that drives organizational execution? Leading Educators is seeking a Director, Talent Partner & Planning to own our talent systems and serve as a trusted advisor to our leadership team. In this role, you'll operate within our Service Embedded HR Delivery Model—meaning you're not sitting in an HR silo. You'll be embedded alongside our leaders, deeply understanding our organizational priorities, staffing realities, and operational challenges. You'll translate that insight into proactive talent solutions that directly enable execution. This is partnership at its finest: you'll sit at the table with senior leaders, bring data-driven recommendations, and help shape how we deploy our people to maximize impact. Here's what you'll actually be doing day-to-day. You'll serve as a primary coach to our managers across the organization, strengthening their ability to lead teams effectively. You'll guide managers through high-stakes people decisions—role clarity, goal setting, feedback, performance development, and team structure. You'll identify patterns in manager effectiveness and systematically build leadership capability across Leading Educators. When a manager is struggling to develop their team, you'll be the thought partner who diagnoses the challenge and equips them with solutions. When we're making critical staffing or performance decisions, you'll bring judgment, data, and perspective that helps leaders move forward with confidence. For our program staff who work directly with external partners, you'll own the workforce planning and capacity management system. You'll design and continuously refine how we allocate staff across work, ensuring clear visibility into capacity and enabling leaders to make informed hiring and staffing decisions. This means facilitating biweekly capacity planning meetings, translating workforce data into actionable insights, and ensuring workforce planning is an active, ongoing system—not a static process. You'll own onboarding strategy, internal transitions, performance management operationalization, and the systems that make all of this work seamlessly. Do you have expertise in… - Workforce planning, capacity management, and staffing allocation systems that drive organizational effectiveness - Coaching managers—not just individual contributors—through complex people decisions and improving their leadership effectiveness - Performance management strategy and translating performance systems into actionable manager capability - Building and operationalizing talent systems (HRIS, performance platforms, workforce planning tools) that provide clear insights for decision-making Do you enjoy… - Operating as a strategic thought partner to senior leaders, bringing data and judgment to high-stakes talent decisions - Identifying emerging people risks (capacity strain, role confusion, manager capability gaps) and initiating timely mitigation - Designing systems and processes that scale, improve clarity, and enable managers to lead more effectively - Learning and applying new capabilities—including AI-enabled workflows—to continuously improve talent operations If you've answered affirmatively to these questions and meet the following prerequisites, we urge you to seize this opportunity. This role calls for the following: - 8+ years of experience in talent management, workforce planning, organizational development, or talent operations - Demonstrated experience managing teams and coaching other managers to lead effectively, with evidence of improving manager performance and team outcomes - Proven ability to influence and develop leaders beyond your direct reporting lines - Strong experience in workforce planning, staffing allocation, or resource planning systems - Demonstrated ability to coach managers on performance management, goal setting, and employee development - Experience operating in complex, fast-paced, or mission-driven environments - Strong analytical and systems thinking skills with the ability to translate data into action - Experience with HRIS, performance systems, or workforce planning tools - Demonstrated learning agility and ability to build and apply new capabilities, including AI-enabled workflows Travel Requirements - This remote position requires 5 to 8 trips a year. - National travel for org retreats, programming, job related travel, or professional development - Outside of the above mentioned travel, this person will work from a home office that must be located anywhere within the U.S. Questions? We’re here to help. If you have questions about this role or about our hiring process at any point, please don’t hesitate to reach out to us at talent@leadingeducators.org. This inbox is monitored regularly, and we aim to respond within two business days. To ensure your question receives a thoughtful and timely response, we kindly ask that you refrain from emailing individual staff members or members of our HR team directly. The best way to connect with us is always through talent@leadingeducators.org. Why Work at Leading Educators? Imagine being part of an organization where your ideas and perspectives are highly valued. At Leading Educators, we believe in fostering individual strengths, encouraging personal growth, and embracing innovative ideas. If you thrive in a remote working environment, with the added excitement of travel, we're the perfect fit for you. By joining us, you become part of a powerful community of peers nationwide. Regardless of your location, you possess the power to make a significant impact on both students and teachers who rely on us daily. Join Leading Educators and become an integral part of driving progress in education. Learn About Our Mission & Values: Mission: Leading Educators partners with school systems to sustain the teaching, leadership, and conditions for every student to succeed in school and in life. Values: - Build on strengths: We affirm and begin with the unique and collective talents, experiences, and wisdom of ourselves and others. - Continuously learn: We develop ourselves and others. We apply new learning and deepened self-awareness to our relationships and practices. - Prioritize people: We build trust and reflect on the impact of different perspectives and experiences. - Champion success for all: We re-imagine structures, habits, and mindsets to ensure every learner has access to evidence-based learning opportunities. Use of Artificial Intelligence in Hiring - We use artificial intelligence–enabled tools throughout our hiring process, from the moment a candidate applies through the offer stage, to support administrative tasks and the initial review of candidate materials. These tools help us organize, analyze, and surface relevant information efficiently, but they do not make hiring decisions. - All candidate materials—including applications, resumes, assessments, and interview feedback—are reviewed and evaluated by people. All hiring decisions, including interview selection, advancement, and offers of employment, are made by humans. - We use AI solely as a support tool to assist with early-stage reviews and process efficiency. We do not use AI in ways that discriminate based on protected characteristics, nor do we use ZIP codes or similar data to target or exclude protected groups. Our hiring practices are designed to be fair, consistent, and aligned with equal employment opportunity standards. Benefits - Compensation: - If hired for this position, the base salary range is $103,649 to $140,231 per year. Most new hires enter the range at a specific point based on their qualifications and the role level. For this position, the standard starting salary is $121,940, which is based on meeting the minimum requirement of 8 years of relevant experience. - If you have more than 8 years of directly relevant experience, your starting salary may be adjusted higher within the range, up to a maximum starting salary of $129,779. This approach ensures that candidates with additional experience beyond the minimum are recognized in the initial salary offer. - Benefits: - 100% paid medical, dental, and vision coverage for individual employees. Additional premium costs are covered 60% by Leading Educators for partners and dependents on medical, dental, and vision plans. - 4% matching 401k plan, Flexible Spending Accounts for medical, childcare and commuter expenses, and an Employee Assistance Program (EAP). Benefits are valued at or above $9,000 for employees. - Time Off: - First three years of employment, full time staff accrue 22 days a year. - Five additional days are accrued after the third and sixth year of employment. - Leading Educators also offer 22 additional paid days off for various holidays, including three floating holidays staff may use at their discretion. Equal Opportunity Employment Leading Educators is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ethnicity, religion, gender, sexual orientation, national origin, disability, age, marital status, military status, pregnancy, or any other characteristic protected by applicable local, state, or federal laws, rules, or regulations. Apply: https://leadingeducators.org/careers/opportunities #LI-CN1

Role Description The Director of Business Development is responsible for sales activities within the company and assisting in program development for strategic alliances. This position functions as the main point of contact for external clients and potential partners in the advancement of Precision for Medicine goals and business endeavours. - Design and implement relationship development and future sales planning within strategic accounts with focus on supporting current program development and repeat business from current biotech and pharmaceutical companies. - Identify leads, qualify targeted oncology and rare disease Sponsors, conduct introductory and follow up meetings with prospective clients and Regional Vice Presidents of Business Development, secure RFPs and work with the Business Operations/Proposal Team and other staff as applicable to create proposals for new business. - Strategically coordinate members of the Executive Team across PMG to leverage their respective areas of expertise to successfully bring in new business for the company and finding innovative ways to work across business units to effectively sell PMG services. - Represent the company at trade shows and at client-sponsored events. - Work closely with Corporate Marketing and with other members of the Executive Team to design and implement a Marketing program to support the sales efforts of the company. - Develop and maintain relationships with partner organizations, including data management companies, other CROs and related organizations. - Update Salesforce or other metrics tracking software as directed to provide metric driven reporting for company leadership. - Provide regular feedback to the Executive Team on the positioning of the company regarding pricing, competitiveness, and market conditions. Qualifications - Minimum Required: 4-year college degree, or equivalent experience ideally in a business, scientific or healthcare discipline. - Other Required: 12 years or more in the CRO/pharmaceutical industry. - Ability to drive and availability for domestic and international travel including overnight stays. - Preferred: Experience with corporate management and sales in the CRO/pharmaceutical industry; Postgraduate, graduate. Requirements - Possesses a keen understanding of the Oncology and Rare Disease Development market and the role that Precision for Medicine plays in that environment. - Resolves company and client related problems and prioritize workload to meet deadlines with little support from management. - Exhibits high self-motivation, and is able to work and plan independently as well as in a team environment. - Motivates other members of the company to meet timelines and company goals. - Focuses on continuous improvement, including the ability to make proactive assessments on how to make processes more efficient and people more effective. - Demonstrates a high degree of professionalism, as evidenced by ability to deliver on commitments, an understanding of the service culture and positive interactions with customers and teammates, including good interpersonal skills in the areas of diplomacy and negotiation. - Identifies training needs for direct reports and develop training plans to address those needs. - Communicates both verbally and in written form in an exemplary manner. - Conducts formal presentations to a wide variety of audiences including colleagues, investigative staff, and clients with a high level of proficiency. - Ability to assess and quantify risks to the company, both internal and external. - Possesses practical knowledge of IT tools and systems in use in the company and on the project teams. Company Description

• Facilitate the development of Business Continuity Plans (BCPs) for critical sites and functions, aligned with enterprise resilience goals. • Drive end-to-end supply chain resiliency planning by assessing threats, identifying risks, mapping value streams, and supporting strategies for high-priority operations. • Collaborate with Disaster Recovery teams to ensure application recovery aligns with business continuity objectives. • Integrate real-time risk intelligence into Segment and Function strategies to enable proactive risk management and faster response. • Prioritize and lead complex mitigation initiatives that reduce risk and align with business priorities. • Serve as a strategic advisor and trusted partner to Segment and Function leadership, guiding mitigation actions and influencing decisions on resilience investments and operational risk. • Support climate risk assessments focused on physical threats (e.g., extreme weather, flooding, wildfires) to critical sites and infrastructure, and lead segment mitigation strategies that enhance long-term operational resilience. • Participate and at times lead crisis response efforts, including coordination, mitigation, and post-event reviews. • Lead training and awareness efforts to build resilience capability and embed a culture of preparedness. • Collaborate with technology, data, and operations teams to enhance resilience tools, dashboards, and reporting for real-time visibility and program management. • Coordinate with the Resilience COE and Segment/Function stakeholders to uphold governance standards and contribute to the continuous improvement of the enterprise-wide resilience program. • Track and report on resilience KPIs, operational outages, and other metrics to measure progress and support continuous improvement.