Requisition ID 45577BR<br/>Title DIRECTOR- HUMAN RESOURCES BUSINESS PARTNER<br/>Job Category Human Resources<br/>Job Description Purpose:<br/>Acts as a strategic business partner to multiple key functional areas or executive team level units within the company. The HR Business Partner’s primary role is to focus on strategic business challenges and provide advisory and consultative support to business leaders. Responsible for delivering meaningful human capital insights to business leaders; influencing business strategy and developing workforce and talent strategies. Responsible for organization design and change management for assigned client areas and advocates and champions organizational values and company culture.<br/><br/>Relationships:<br/>Reports to the Vice President, HR but has a strong dotted line reporting relationship to head of assigned business unit. Multiple internal relationships exist with several senior leadership teams. Partners heavily with assigned business unit management. External relationships include vendors, HR organizations and other professional groups.<br/><br/>Essential Functions:<br/><br/>ENHANCES ORGANIZATIONAL EFFECTIVENESS: Partners with key stakeholders to ensure HR strategies support business and organization objectives. Proactively identifies and implements HR tools, programs and processes to address the factors negatively impacting organizational performance.<br/><br/>MANAGES AND DEVELOPS ORGANIZATIONAL TALENT: 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 programs are leveraged to improve employee performance and meet desired business results. 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. Ensures that the business unit has a succession plan in place that aligns to future workforce plans and business strategy. Works with cross-functional HR partners to ensure overall cross-functional development of staff.<br/>Partners with key stakeholders to assess employee performance, develop career paths and provide development resources that build the internal talent pipeline.<br/><br/>PROVIDES STRATEGIC DIRECTION:<br/>Leads, develops and drives the creation of a client-focussed People Strategy that linked to business goals demonstrates increased business impact and sustainability. Works with leadership teams to gain support in implementation and coordination within/outside of their department. Participates as an active strategic business partner with client areas to set and achieve high impact and sustainable business/people goals.<br/><br/>PROVIDES STRATEGIC HR and CLIENT PARTNERSHIP:<br/>Provides executive coaching to ensure the ability to drive performance, create & implement strategy, and build long-term process and system improvements.<br/><br/>PROVIDES STRATEGIC HR PARTNERSHIP:<br/>Anticipates HR issues and trends, identifies their implications and incorporates them into HR and business strategies. 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.<br/><br/>Physical Requirements:<br/>10-20% overnight travel required<br/><br/>Development of People:<br/>Not Applicable<br/><br/>Qualifications:<br/>* A Bachelor’s degree required; relevant experience and/or certification in specialized HR function may be substituted for degree when appropriate; advanced degree preferred<br/>* Demonstrated success in creating strategic direction/plans 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)<br/>* Established experience and success within 2 or more specialized HR functions<br/>* Requires a minimum of 12 years of progressively increasing HR experience with at least 6 years in a HR Business Partner role. Requires leadership/collaboration skills with the ability to develop and communicate a vision and engage people in that vision<br/>* Requires proven success setting direction, developing others and consulting with line managers and executives in matters of significance<br/>* Solid, working knowledge of HR policies, procedures, and federal legislation related to employment practices and general HR administration<br/>* Strong generalist background, specifically including organization development, managing/leading change, performance development, coaching, and organizational design<br/><br/>Department HR - COMMERCIAL HRBP<br/>Position Location US - Plainsboro, NJ<br/>City Plainsboro<br/>State/Provinces US - NJ
<br/><br/>At Novo Nordisk, we know that driving change on a global level and improving treatment outcomes for people with diabetes and other chronic diseases begins here at home. That's why we make an unmatched commitment to our employees, our families and our communities. That means outstanding rewards, industry-leading training programs, and an environment that supports you to achieve your goals at every level. It's all part of the Novo Nordisk Way. It includes our Vision and our commitment to the Triple Bottom Line principle – helping us find the right balance between compassion and competitiveness
<br/><br/>With a career at Novo Nordisk, you’ll feel a difference right from the start. It’s a sense of inspiration and mobility that comes from a shared belief in driving positive change for people, families, and communities everywhere. Congratulations on taking your first step!
<br/><br/><p class="eeo_desc">Novo Nordisk is committed to equal employment opportunity and providing reasonable accommodations to applicants with physical and/or mental disabilities. We value and encourage diversity and solicit applications from all qualified applicants without regard to race, color, gender, sex, age, religion, creed, national origin, ancestry, citizenship, marital status, physical or mental disability, medical condition, veteran status, genetic information, or any other characteristic protected by federal, state, or local law.<br/><br/>
Novo Nordisk will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.<br/><br/>
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