Senior Manager - Human Resources Business Partner - Medical Affairs

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?

 

The Position

Acts as a strategic business partner to the Medical Affairs organization, 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. 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.

 

Relationships

Reports to a Vice President or Senior Director of Human Resources. Multiple internal relationships exist with 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 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
  • Develop people and workforce 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. 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
  • 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 k