Associate Director - Human Resources

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. Are you ready?
This position is based out of our home office location in Princeton, NJ. This position follows all NNI guidance for remote/in office dedicated time. EST time-zone hours.
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 strategic 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. Responsible for organizational development and effectiveness, talent management and development, change management and resource management for assigned client areas and advocates and champions organizational values and company culture. Utilizes in-depth knowledge of the business and industry to impact and drive decision-making processes; and contribute to the creation and execution of business strategies.
Relationships
Reports to the Vice President of Human Resources and will support our Clinical, Medical and Regulatory (CMR) organization. Multiple internal relationships exist with several senior leadership teams. The position will be partnering closely with HR COEs to deliver optimal HR solutions to business and partnering heavily with assigned business unit management. External relationships include vendors, HR organizations and other professional associations/organizations.
Essential Functions

• Organization Development and Effectiveness:
  • Partners with key stakeholders to develop client-focused People and Workforce Strategy that is linked to business strategy and organizational goals, demonstrates increased business impact and sustainability
  • Proactively identifies and implements HR tools, programs and processes to address the factors negatively impacting organizational performance
  • Develop human capital strategies in leveraging external and internal workforce insights/market & industry HR trends that support organizational goals and provide significant, positive measurable impact on the organization
  • 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. Design fit for purpose organization and ensure organizational structure(s) are in place to support the long-term growth of the business unit and its ability to reach company performance expectations
  • 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 management, development and programs are leveraged to improve employee performance and meet desired business results
  • 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
  • Partners 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
  • Partner 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:
  • Partner with SMEs to develop and build change leadership capability, coach and guide the line of business leading the team through change
  • Align with business leaders and key stakeholders on key change initiatives, incorporate organizational tools that can be utilized to help the business make successful transitions resulting in the adoption and realization of 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:
  • Understand market shifts and talents trends and how they impact the business, facilitate 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
  • Partner with line of business, SMEs and key stakeholders to conduct strategic workforce plan, develop and implement proactive talent strategies that meet the needs of the business
  • 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 of company culture to shape and foster an engaging, diverse and inclusive employee environment rooted in the NN Way
  • Partner with DEI&B and line of business to drive and execute DEI&B initiatives

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
• Required 8 years of progressively increasing HR experience with at least 3 years in a HR Business Partner role and/or HR role that partners with the business. Requires leadership/collaboration skills. Established experience and success within 2 or more specialized HR functions preferred
• Demonstrated success in creating and executing people strategies and proven ability to implement and sustain business improvement and results; strong business acumen required. Ideal candidate will possess experience across multiple business functions (i.e. research, development, production, marketing, sales, finance)
• 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 required
• 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, specifically including organization design, development and effectiveness, managing/leading change, talent management and development, coaching and culture and engagement
• Strong analytic and organizational diagnostic skills

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. Together, we're life changing.
Novo Nordisk is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, protected veteran status or any other characteristic protected by local, state or federal laws, rules or regulations.
If you are interested in applying to Novo Nordisk and need special assistance or an accommodation to apply, please call us at 1-855-411-5290. This contact is for accommodation requests only and cannot be used to inquire about the status of applications.