Talent

At Thermo Fisher, we want all our colleagues to achieve their full potential and career aspirations. We are committed to the development of all our diverse, global colleagues, enhancing their skills and knowledge to achieve current and future business objectives. Talent is the differentiator to a successful future, and we’ve instituted a range of tools, technologies, processes and programs to ensure we are attracting, cultivating and retaining our talent. From our colleague referral program to our Graduate Leadership Development Program, we continue to build strong internal and external sourcing. Talent at Thermo Fisher is an organizational capability; that is, we actively manage our talent through deliberate, intentional rotations. Our executives and leaders participate in frequent discussions around organizational talent, leveraging workforce data and predictive analytics to better anticipate the needs of our business based on growth and market demand. 

2018 impact

Clipboard-Checkmark-yellowgreen2

27.4%

Positions filled by
internal candidates

clock-yellowgreen2

55,000+

Hours colleagues devoted
to instructor led
development courses

profile-yellowgreen2

250+

Interns

Our colleagues are our first source for talent, and we work to ensure we maximize their growth potential. Employees are encouraged to develop their careers through various programs and learning and development curricula. This focus on development provides the opportunity for colleagues to advance internally to the next phase of a career or chart a new career path. Knowing our employees are ambassadors of our company, we look to them to refer great talent since they are familiar with our culture and drive to achieve. Our colleagues are rewarded for a successful referral and placement lasting at least 6 months.

To ensure we are attracting talent from varied candidate pools, we partner with organizations representing various heritage and identity groups to source candidates, and work with our diversity and inclusion team to ensure our colleagues are set up for success once they’re here. We know our employees’ overall and familial well-being is a key attractor, and our investment in them is reflected, in part, in our benefits and rewards offerings. 

9-Colleagues2

Our talent is our differentiator. Thermo Fisher is dedicated to retaining and growing our talent to meet our business needs of the future and to provide our colleagues with the opportunity to have a long and successful career here. Every employee is driven to achieve, and it’s our responsibility to invest in their potential. We consider a multi-tactic approach to development, including formal and self-paced training, networking opportunities, on-the-job stretch learning, strategic and data-driven talent management, coaching, mentoring and manager enablement.

Performance management

Performance

Collaboration between an employee and their manager is the best formula for ensuring performance and development growth. To equip our managers and employees with the tools for success, we support an annual performance management process with checkpoints throughout the year and encourage ongoing dialogue between checkpoints. The performance management process is available to all employees and ensures employee and manager alignment on measurable targets, resulting in measurable progress that can be reviewed at year-end, providing information for rewards such as compensation and long-term incentive decisions. Regular discussions throughout the year ensures our colleagues are clear on their priorities and provides more opportunities for individual development to help them reach their full potential and achieve their career aspirations.

On-the-job career development

Ongoing employee development is critical to our success as a company. We ensure that our colleagues can develop their skills and achieve career objectives through varied tactics, including on-the-job or formal learning. 

Whether improving a specified professional skill such as influence, negotiation or honing a management or leadership skill necessary to guide a team and enable their development, we offer a mix of self-service and on-demand programming in partnership with formal learning opportunities. Our investment in our colleagues deepens our high-quality internal talent pool and enables our colleagues to advance internally. Our global mobility benefits further support our colleagues who are ready for a new career chapter. By focusing more attentively to internal talent, we also enable a deeper understanding of the business and targeted skill  development where the business most needs that impact. 

11-Development

Additional training is available to, and in many cases mandatory for, all colleagues on specific topics such as Practical Process Improvement (PPI) , diversity and inclusionethics and anti-bribery, our EHS management system and our quality management system.

Leadership development

Leadership

Managers play a critical role in the development and engagement of our employees. That’s why we provide them with a suite of resources for their development. Every manager is invited to our people manager broadcast series, a monthly webinar and newsletter. Topics include relevant material related to the development of their teams and themselves. Additionally, aspiring and new managers can explore tailored learning paths, including networking opportunities and leadership exposure, to learn more about what it means to lead others. More experienced managers are eligible for a number of highly tailored programs that target skill development, such as how to manage and develop a high-performing employee. Many of these programs are taught by faculty from institutions like Harvard Business School and Tuck School of Business (Dartmouth).

When developing skills for a highly focused career path, we nominate employees for year-long, function-specific leadership programs. By deepening the content to align more directly to a function’s competencies, our emerging leaders in functions such as human resources, general management, research and development (R&D) and operations are more equipped for success on the day they step into that next critical role.

Executive level training

Executive leaders are provided learning and networking opportunities both within Thermo Fisher and with other business leaders from around the world to drive connection, collaboration and best practice sharing. Through Thermo Fisher University, executives can leverage a selection of best-in-class external education offerings that provide breakthrough research-based insights. They also engage in our culture of continuous learning by participating in formal programming, networking opportunities and otherwise lending their voices, in order to ensure our employees are exposed to leader-led learning.

executive

Tools and resources

resources-yellowgreen

While we offer tailored development solutions for specified functions and role profiles, we leverage our digital corporate university to ensure our development opportunities are universally accessible. Thermo Fisher University hosts a robust collection of Professional, Management, Leadership and Executive curricula with a variety of self-paced microlearnings and curricula such as e-learnings, books and book summaries, articles, TEDTalks, virtual-led training and more.

education-yellowgreen2

428,000+

Visits to Thermo Fisher University (self-directed learning & development)

resources-yellowgreen

588

Learning assets (classes,
e-learnings, articles, etc.) offered through Thermo Fisher University

CRM-yellowgreen

Networking is about relationships. Our Employee Resource Groups provide networking opportunities and mentorship programs both locally and globally in order to advance communications, education and career opportunities for heritage and identity groups.

customer-approval-yellowgreen

While we offer robust learning resources internally, we know there are more growth opportunities out there. Benefits programs such as tuition reimbursement can help to open the door to ongoing learning. Whatever their next step, we can help our colleagues get there.

At Thermo Fisher, we know it’s critical to gain experience and exposure prior to and after graduating, which is why we invest in meaningful internship programs, support education through scholarships  and create additional opportunities for students who will develop into the next generation of scientists, engineers and business leaders.

University internship program

Our University internship program provides “in-role” experience – an important part of cultivating the skills interns need to fully and effectively transition into the workplace from their focused academic endeavors. We offer internships across various areas of the business to help students create career paths that align with their interests and aspirations. 

University

2018 spotlight

Interns

In 2018, our University interns were introduced to the way we do business and to a company culture that promotes Involvement in our communities.  Interns at five of our largest U.S. sites, including Carlsbad, Calif,: Madison, Wis.; Pittsburgh, Pa.; Rockford, Ill.; and Waltham, Mass., celebrated National Intern Day by giving back to their local communities.

“Thermo Fisher give us the opportunity to do something meaningful every day and work with  purpose inside and  outside the office. I’m so happy to be a part of a company whose culture revolves around making the world a better, cleaner place. Every day I’m given a chance to learn more and find my path.” 
– Sophia Razzaq, Corporate Information Technology Intern, Carlsbad, Calif.
WayUp100-2018

Leadership development programs

16-GLDP

To create our pipeline of talent who will be the next generation of business leaders, we offer seven leadership development programs for new graduates determined to accelerate their careers with robust, on-the-job learning opportunities, mentorship and structured learning plans.

Our Leadership Development Programs support: General Management (Graduate Level), Human Resources (Graduate Level), Finance, Information Technology, Operations, Procurement and Sales. 

STEM workforce development

As a scientific company, we continue to need smart, innovative and talented engineers, scientists and researchers. STEM curriculum is essential to building the next generation of Thermo Fisher employees. Through our STEM programs, we are able to harness talent through key strategic community partnerships, which enables Thermo Fisher to progress and remain competitive in a technologically advanced business environment.

STEM high school internship program

17-HS interns

As part of our commitment to STEM education, we have partnered with the Massachusetts STEM Advisory Council’s STEM@Work program to provide critical, real-world internship experience to high school students. The first high school STEM program was launched in the summer of 2017 in Tewksbury, Mass., where in collaboration with local high schools, we offered seven students an immersive hands-on experiential learning experience that included individual projects, site tours and a team product design challenge. In 2018, our program grew to ten interns across two sites: Tewksbury, and Franklin, Mass. 

 STEM internship overview

2018 spotlight

Student and Professional Development

Following the opening of our state-of-the-art global Information Technology Center of Excellence facility in Tijuana, Mexico, in 2018 Thermo Fisher Scientific formed a partnership with the Center for US-Mexican Studies at the University of California San Diego (UC San Diego). Our IT teams from Tijuana, Mexico, and Carlsbad, Calif., are committed to working on both sides of the border to increase exposure to real-life workplace environments and computer science careers with the goal of developing a strong base of software engineering talent required by the industry.

Thermo Fisher provided financial support for twelve scholars to participate in UC San Diego’s 2018 ENLACE (“link” in Spanish) Summer Research Program. Thermo Fisher also co-hosted the 2018 kickoff event for this seven-week program that provides development opportunities for 100 students. 25 of these students elected to visit both our Carlsbad, Calif., and Tijuana, Mexico, sites to participate in tours of our facilities. During their visits, students were invited to round table discussions and open dialogue with Thermo Fisher colleagues about education and making career decisions.

Thermo Fisher and UC San Diego also partnered to design a three-part training program that was attended by 23 computer science faculty members from CETYS UniversityAutonomous University of Baja California, and Technological Institute of Tijuana. The goals of the professional development sessions were to improve teaching and learning methods to decrease student attrition, help software engineering faculty employ modern software engineering practices and facilitate student-appropriate software projects with industry in the efforts to increase our talent pipeline. Our role helped provide a real-world connection between the life sciences and computer science as well as an increased alignment between industry needs and academic programs. Following the training, computer science faculty were challenged to build and train teams of students who worked for 15 weeks on real-life projects in cooperation with Thermo Fisher colleagues as mentors.

18-Tijuana
enlace
profile-yellowgreen2

12

ENLACE program 
students supported

resources-yellowgreen

23

Faculty receiving 
professional development

Our colleagues are our first source for talent, and we work to ensure we maximize their growth potential. Employees are encouraged to develop their careers through various programs and learning and development curricula. This focus on development provides the opportunity for colleagues to advance internally to the next phase of a career or chart a new career path. Knowing our employees are ambassadors of our company, we look to them to refer great talent since they are familiar with our culture and drive to achieve. Our colleagues are rewarded for a successful referral and placement lasting at least 6 months.

To ensure we are attracting talent from varied candidate pools, we partner with organizations representing various heritage and identity groups to source candidates, and work with our diversity and inclusion team to ensure our colleagues are set up for success once they’re here. We know our employees’ overall and familial well-being is a key attractor, and our investment in them is reflected, in part, in our benefits and rewards offerings. 

9-Colleagues2

Our talent is our differentiator. Thermo Fisher is dedicated to retaining and growing our talent to meet our business needs of the future and to provide our colleagues with the opportunity to have a long and successful career here. Every employee is driven to achieve, and it’s our responsibility to invest in their potential. We consider a multi-tactic approach to development, including formal and self-paced training, networking opportunities, on-the-job stretch learning, strategic and data-driven talent management, coaching, mentoring and manager enablement.

Performance management

Performance

Collaboration between an employee and their manager is the best formula for ensuring performance and development growth. To equip our managers and employees with the tools for success, we support an annual performance management process with checkpoints throughout the year and encourage ongoing dialogue between checkpoints. The performance management process is available to all employees and ensures employee and manager alignment on measurable targets, resulting in measurable progress that can be reviewed at year-end, providing information for rewards such as compensation and long-term incentive decisions. Regular discussions throughout the year ensures our colleagues are clear on their priorities and provides more opportunities for individual development to help them reach their full potential and achieve their career aspirations.

On-the-job career development

Ongoing employee development is critical to our success as a company. We ensure that our colleagues can develop their skills and achieve career objectives through varied tactics, including on-the-job or formal learning. 

Whether improving a specified professional skill such as influence, negotiation or honing a management or leadership skill necessary to guide a team and enable their development, we offer a mix of self-service and on-demand programming in partnership with formal learning opportunities. Our investment in our colleagues deepens our high-quality internal talent pool and enables our colleagues to advance internally. Our global mobility benefits further support our colleagues who are ready for a new career chapter. By focusing more attentively to internal talent, we also enable a deeper understanding of the business and targeted skill  development where the business most needs that impact. 

11-Development

Additional training is available to, and in many cases mandatory for, all colleagues on specific topics such as Practical Process Improvement (PPI) , diversity and inclusionethics and anti-bribery, our EHS management system and our quality management system.

Leadership development

Leadership

Managers play a critical role in the development and engagement of our employees. That’s why we provide them with a suite of resources for their development. Every manager is invited to our people manager broadcast series, a monthly webinar and newsletter. Topics include relevant material related to the development of their teams and themselves. Additionally, aspiring and new managers can explore tailored learning paths, including networking opportunities and leadership exposure, to learn more about what it means to lead others. More experienced managers are eligible for a number of highly tailored programs that target skill development, such as how to manage and develop a high-performing employee. Many of these programs are taught by faculty from institutions like Harvard Business School and Tuck School of Business (Dartmouth).

When developing skills for a highly focused career path, we nominate employees for year-long, function-specific leadership programs. By deepening the content to align more directly to a function’s competencies, our emerging leaders in functions such as human resources, general management, research and development (R&D) and operations are more equipped for success on the day they step into that next critical role.

Executive level training

Executive leaders are provided learning and networking opportunities both within Thermo Fisher and with other business leaders from around the world to drive connection, collaboration and best practice sharing. Through Thermo Fisher University, executives can leverage a selection of best-in-class external education offerings that provide breakthrough research-based insights. They also engage in our culture of continuous learning by participating in formal programming, networking opportunities and otherwise lending their voices, in order to ensure our employees are exposed to leader-led learning.

executive

Tools and resources

resources-yellowgreen

While we offer tailored development solutions for specified functions and role profiles, we leverage our digital corporate university to ensure our development opportunities are universally accessible. Thermo Fisher University hosts a robust collection of Professional, Management, Leadership and Executive curricula with a variety of self-paced microlearnings and curricula such as e-learnings, books and book summaries, articles, TEDTalks, virtual-led training and more.

education-yellowgreen2

428,000+

Visits to Thermo Fisher University (self-directed learning & development)

resources-yellowgreen

588

Learning assets (classes,
e-learnings, articles, etc.) offered through Thermo Fisher University

CRM-yellowgreen

Networking is about relationships. Our Employee Resource Groups provide networking opportunities and mentorship programs both locally and globally in order to advance communications, education and career opportunities for heritage and identity groups.

customer-approval-yellowgreen

While we offer robust learning resources internally, we know there are more growth opportunities out there. Benefits programs such as tuition reimbursement can help to open the door to ongoing learning. Whatever their next step, we can help our colleagues get there.

At Thermo Fisher, we know it’s critical to gain experience and exposure prior to and after graduating, which is why we invest in meaningful internship programs, support education through scholarships  and create additional opportunities for students who will develop into the next generation of scientists, engineers and business leaders.

University internship program

Our University internship program provides “in-role” experience – an important part of cultivating the skills interns need to fully and effectively transition into the workplace from their focused academic endeavors. We offer internships across various areas of the business to help students create career paths that align with their interests and aspirations. 

University

2018 spotlight

Interns

In 2018, our University interns were introduced to the way we do business and to a company culture that promotes Involvement in our communities.  Interns at five of our largest U.S. sites, including Carlsbad, Calif,: Madison, Wis.; Pittsburgh, Pa.; Rockford, Ill.; and Waltham, Mass., celebrated National Intern Day by giving back to their local communities.

“Thermo Fisher give us the opportunity to do something meaningful every day and work with  purpose inside and  outside the office. I’m so happy to be a part of a company whose culture revolves around making the world a better, cleaner place. Every day I’m given a chance to learn more and find my path.” 
– Sophia Razzaq, Corporate Information Technology Intern, Carlsbad, Calif.
WayUp100-2018

Leadership development programs

16-GLDP

To create our pipeline of talent who will be the next generation of business leaders, we offer seven leadership development programs for new graduates determined to accelerate their careers with robust, on-the-job learning opportunities, mentorship and structured learning plans.

Our Leadership Development Programs support: General Management (Graduate Level), Human Resources (Graduate Level), Finance, Information Technology, Operations, Procurement and Sales. 

STEM workforce development

As a scientific company, we continue to need smart, innovative and talented engineers, scientists and researchers. STEM curriculum is essential to building the next generation of Thermo Fisher employees. Through our STEM programs, we are able to harness talent through key strategic community partnerships, which enables Thermo Fisher to progress and remain competitive in a technologically advanced business environment.

STEM high school internship program

17-HS interns

As part of our commitment to STEM education, we have partnered with the Massachusetts STEM Advisory Council’s STEM@Work program to provide critical, real-world internship experience to high school students. The first high school STEM program was launched in the summer of 2017 in Tewksbury, Mass., where in collaboration with local high schools, we offered seven students an immersive hands-on experiential learning experience that included individual projects, site tours and a team product design challenge. In 2018, our program grew to ten interns across two sites: Tewksbury, and Franklin, Mass. 

 STEM internship overview

2018 spotlight

Student and Professional Development

Following the opening of our state-of-the-art global Information Technology Center of Excellence facility in Tijuana, Mexico, in 2018 Thermo Fisher Scientific formed a partnership with the Center for US-Mexican Studies at the University of California San Diego (UC San Diego). Our IT teams from Tijuana, Mexico, and Carlsbad, Calif., are committed to working on both sides of the border to increase exposure to real-life workplace environments and computer science careers with the goal of developing a strong base of software engineering talent required by the industry.

Thermo Fisher provided financial support for twelve scholars to participate in UC San Diego’s 2018 ENLACE (“link” in Spanish) Summer Research Program. Thermo Fisher also co-hosted the 2018 kickoff event for this seven-week program that provides development opportunities for 100 students. 25 of these students elected to visit both our Carlsbad, Calif., and Tijuana, Mexico, sites to participate in tours of our facilities. During their visits, students were invited to round table discussions and open dialogue with Thermo Fisher colleagues about education and making career decisions.

Thermo Fisher and UC San Diego also partnered to design a three-part training program that was attended by 23 computer science faculty members from CETYS UniversityAutonomous University of Baja California, and Technological Institute of Tijuana. The goals of the professional development sessions were to improve teaching and learning methods to decrease student attrition, help software engineering faculty employ modern software engineering practices and facilitate student-appropriate software projects with industry in the efforts to increase our talent pipeline. Our role helped provide a real-world connection between the life sciences and computer science as well as an increased alignment between industry needs and academic programs. Following the training, computer science faculty were challenged to build and train teams of students who worked for 15 weeks on real-life projects in cooperation with Thermo Fisher colleagues as mentors.

18-Tijuana
enlace
profile-yellowgreen2

12

ENLACE program 
students supported

resources-yellowgreen

23

Faculty receiving 
professional development