Senior Manager - Human Resources Business Partner - P&O

About The Department

Imagine being a part of a team committed to helping people defeat diabetes and other serious chronic conditions. Here at Novo Nordisk, we seek out opportunities to contribute to healthier communities and better lives for all people. And, that’s what you’ll gain by joining Novo Nordisk’s People & Organization team. Our P&O team is passionate about their purpose – enabling business success the Novo Nordisk Way by turning the Company’s business strategy into an actionable workforce strategy. A strategy which captures the entire employee life-cycle. At Novo Nordisk, you will join an inclusive team of diverse talent and benefit from a range of possibilities for professional and personal development.

The Position

Acts as a strategic business partner to the line of business, providing advisory and consultative support to business leaders. The HR Business Partner primary role is to focus on business challenges and serve as a valued advisor to key stakeholders and customers by anticipating needs and developing HR solutions that are aligned with business strategies. Responsible for delivering meaningful human capital insights to business leaders and developing and driving the creation of a client-focused People and Workforce Strategy that is linked to business goals, demonstrates increased business impact and sustainability.

Essential Functions

• Organization Development and Effectiveness: Partners with key stakeholders to develop and deliver client-focused People and Workforce Strategy that is linked to business strategy and organizational goals, demonstrating increased business impact and sustainability
• Proactively identifies and implements HR tools, programs and approaches to address the potential roadblocks and obstacles to superior organizational performance
• Partner with HR COEs to establish and track HR metrics
• Proactively analyze, review and report key metrics to client areas and identify trends and or solutions to make course corrections if needed
• Review, assess and evolve the business to drive organizational efficiency, scalability and agility
• Partner with business to design fit for purpose organization
• Anticipates HR issues and trends, identifies their implications and incorporates them into HR and business strategies

• Talent Management and Development: Anticipates and capitalizes on talent development opportunities that link to business objectives and develops innovative processes and practices for managing organizational talent
• Creates an environment where talent programs are leveraged to improve employee performance and the employee experience while driving organizational outcomes
• Ensures the business unit has a succession plan in place that aligns to future workforce capabilities, plans and business strategy
• Works with cross-functional HR partners to ensure overall cross-functional development of staff
• Pairs with key stakeholders to assess employee performance, develop career paths and provide development resources that build the internal talent pipeline
• Influence leadership in identifying solutions for retention of key talents
• Effective use of resources & data to assess and increase talent engagement
• Partners with SMEs and leadership to develop capability building solutions, leverage global programs and leadership assessment tools
• Provides leadership coaching to ensure the ability to drive performance, create and implement strategy and build long-term process and system improvements

• Change Management: Partners with SMEs to develop and build change leadership capability, coach and guide the line of business leading the team through change
• Influence leaders to be proactively aware of forthcoming changes that will impact their business unit and/or enterprise-wide
• Partner with SMEs and line of business to develop and execute change plans (Communication strategy, Stakeholder management plan, Change champions and Reinforcement) and measure results

• Resource Management: Understands market shifts and talents trends and how they impact the business, facilitates a systematic process to understand and inform future workforce needs for the assigned business groups, identify gaps and developing plans to address, invest and optimize resources
• Serve as conduit in consultation with HR COEs, line of business and FP&A to facilitate a common process on workforce management

• Culture And Engagement: Serves as a valued advisor to stakeholders and customers by anticipating needs and develop HR solutions that are aligned with business strategies and drive employee engagement
• Act as stewards and protector of the Novo Nordisk Way to define company culture and shape and foster an engaging, diverse, and inclusive employee environment
• Partner with DEI&B and line of business to drive and execute DEI&B programming and strategies

Physical Requirements

10-20% overnight travel required.

Qualifications

• A Bachelor's degree required; relevant experience and/or certification in specialized HR function may be substituted for degree when appropriate; advanced degree or MBA preferred
• At least 6 years of progressively increasing HR experience required
• At least 1 year in an HR Business Partner role and/or proven track record in 1 or more specialized HR functions
• Requires leadership/collaboration skills
• Demonstrated success in creating and executing people strategies and proven ability to implement and sustain business improvement and results; strong business acumen required
• Ability to effectively plan, prioritize, execute and follow-up in a timely manner
• Proven ability to work across all functions with all levels of stakeholders both locally and globally
• Experience in coaching/consulting senior leaders within the organization is preferred
• Requires proven success setting direction, consulting with line managers and executives in matters of significance
• Solid, working knowledge of HR policies, procedures and federal legislation related to employment practices and general HR administration
• Strong generalist background preferred, specifically including organization design, development and effectiveness, managing/leading change, talent management and development, coaching and culture and engagement
• Strong communication and influence skills with a positive outlook

We Commit To An Inclusive Recruitment Process And Equality Of Opportunity For All Our Job Applicants

We commit to an inclusive recruitment process and equality of opportunity for all our job applicants. At Novo Nordisk we recognize that it is no longer good enough to aspire to be the best company in the world. We need to aspire to be the best company for the world and we know that this is only possible with talented employees with diverse perspectives, backgrounds and cultures. We are therefore committed to creating an inclusive culture that celebrates the diversity of our employees, the patients we serve and communities we operate in.