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 l