• Conduct in-depth research on technical talent markets, including emerging skill trends (e.g., cloud-native, AI/ML, DevOps, cybersecurity) • Identify key talent pools, competitor landscapes, and niche technical communities • Provide insights on talent availability, compensation benchmarks, and hiring risks to inform workforce planning • Design and execute innovative, multi-channel sourcing strategies targeting highly specialized technical talent • Leverage tools such as LinkedIn Recruiter, GitHub, Stack Overflow, AI-enabled sourcing platforms, and talent mapping techniques • Engage in creative sourcing approaches, including open-source communities, technical forums, and industry events • Build and maintain robust pipelines of passive candidates across hard-to-fill technical roles • Develop long-term engagement strategies for high-demand talent segments (e.g., backend, frontend, cloud, data engineering, product leaders) • Align pipelines to anticipated hiring needs and business growth initiatives • Deliver personalized, high-touch outreach tailored to technical audiences • Build credibility with engineers and product leaders by demonstrating understanding of their work, technologies, and career motivations • Create a differentiated candidate experience that reflects Fortive’s innovation culture and employer brand • Collaborate with TA Partners, Engineering Leaders, and Product stakeholders to align on technical requirements, competencies, and market strategy • Participate in intake sessions and ongoing calibration to refine search strategies for complex technical roles • Provide consultative guidance on talent market realities and hiring competitiveness • Track and analyze sourcing metrics (pipeline health, conversion rates, diversity mix) specific to technical hiring • Continuously refine sourcing strategies based on performance insights and evolving market conditions • Use data to influence hiring strategies and improve time-to-engage for critical roles • Activate employer branding strategies within technical communities and platforms • Represent Fortive as a compelling destination for engineering and product talent • Engage in external communities to build awareness and credibility in the technical talent market

• Conduct in-depth research on MedTech talent markets, including competitors, key talent hubs, and emerging skill trends • Provide insights on talent availability, compensation benchmarks, and hiring risks within regulated environments (e.g., FDA, ISO) • Design and execute innovative sourcing strategies to attract niche, high-demand MedTech talent • Leverage LinkedIn Recruiter, industry networks, research institutions, life sciences communities, and AI-enabled sourcing tools • Build and maintain robust pipelines of passive candidates across critical MedTech functions • Anticipate future hiring needs tied to product development cycles and regulatory milestones • Deliver personalized, high-touch outreach that resonates with specialized technical and clinical talent • Build long-term relationships with candidates in highly competitive and niche talent pools • Collaborate with TA Partners, hiring managers and business stakeholders to align on role requirements, technical competencies, and market strategy • Participate in intake sessions and ongoing calibration to refine targeting and outreach approaches • Track and analyze sourcing metrics (pipeline health, conversion rates, diversity mix) to optimize performance • Continuously refine sourcing strategies based on data and market insights • Amplify Fortive’s employer value proposition within MedTech and life sciences communities • Support talent branding initiatives across sourcing channels and professional networks

• Conduct in-depth talent market research to identify key talent pools, competitors, and emerging trends • Provide insights on talent availability, compensation benchmarks, and hiring risks to inform workforce planning • Design and execute innovative, multi-channel sourcing strategies to attract high-caliber, diverse talent • Leverage tools such as LinkedIn Recruiter, AI-enabled sourcing platforms, and market mapping techniques • Build and maintain robust pipelines of passive candidates aligned to critical and future hiring needs • Engage candidates early and nurture long-term relationships to ensure ready-now talent pools • Deliver personalized, high-touch outreach that reflects Fortive’s employer brand • Build credible relationships with top talent to position Fortive as an employer of choice • Collaborate closely with Talent Acquisition Partners and hiring managers to align on profiles, skills, and market strategy • Track and analyze sourcing metrics (pipeline health, conversion rates, diversity mix) to optimize effectiveness • Activate employer branding strategies through sourcing channels, social platforms, and talent communities • Serve as a market-facing ambassador for Fortive

• Design and execute medical management strategies that support early intervention and injury triage, ensure appropriate utilization of medical services, and promote timely return-to-work outcomes. • Establish clear productivity, quality, and outcome-based performance expectations tied to claim outcomes, and ensure consistent clinical decision-making aligned with evidence-based guidelines and jurisdictional requirements. • Manage and develop Managed Care Services team. Foster the C.A.R.E model philosophy throughout the department. Foster strong collaboration between Managed Care Services teams and Claims Adjusters to drive optimal claim resolution. • Oversee all external medical management vendors, including pharmacy management vendors, ancillary management vendors, utilization review vendors, case management vendors, IME and peer review providers, and medical bill review and PPO/network partners. • Develop and manage vendor strategy, including selection, onboarding, and ongoing optimization, while establishing and enforcing service level agreements (SLAs) and key performance indicators (KPIs) such as turnaround times, clinical quality and accuracy, return-to-work outcomes, and cost savings and bill reductions. • Conduct regular vendor scorecards, audits, and business reviews, and identify opportunities to consolidate vendors or expand capabilities to drive efficiency and quality improvement. • Partner closely with Claims leadership to align medical management interventions with each stage of the claim lifecycle, provide clinical support on complex and high-exposure claims, and improve adjuster adoption of medical management tools and resources. • Develop workflows that integrate medical management into claims systems and processes, and serve as a clinical escalation point for challenging or litigated claims. • Drive initiatives to reduce medical spend while improving outcomes, including reducing unnecessary or prolonged treatment, avoiding opioid overutilization, and improving network utilization. • Implement standardized workflows across internal and vendor operations. Identify opportunities for automation and technology enablement (e.g., workflow tools, predictive analytics). Lead continuous improvement initiatives focused on efficiency, quality, and consistency. • Manage departmental budget, including internal staffing and vendor spend. Evaluate ROI of medical management programs and vendor relationships. Support actuarial and finance teams with medical cost forecasting insights. • Ensure all activities remain aligned with state-specific Workers’ Compensation statutes and treatment guidelines, such as ODG and ACOEM. • Monitor and report on key metrics such as medical severity trends, lost time duration, return-to-work rates, and cost per claim, and leverage analytics to identify trends, outliers, and opportunities for targeted intervention.