Requisition ID 45820BR<br/>Title VICE PRESIDENT - HUMAN RESOURCES<br/>Job Category Human Resources<br/>Job Description Purpose<br/>The VP of Human Resources acts as a strategic business partner to multiple key functional areas within the company that impact current or future revenue (e.g. Sales and Marketing). The HR Business Partner’s primary role is to focus on strategic business challenges and provide advisory and consultative support to business leaders. The person in this role is responsible for delivering meaningful human capital insights to business leaders; influencing business strategy and developing workforce and talent strategies. The VP of Human Resources is also responsible for organization design and change management for assigned client areas and advocates and champions organizational values and company culture. This HR leader will provide expertise to, and is a member of, the HR Leadership team setting strategy and proactively solving HR issues, and will provide oversight to the HR Business Partners responsible for their own client areas.<br/><br/>Relationships<br/>This position reports to the Corporate Vice President of HR and manages multiple HR Associate Directors, Directors, and support staff. Also has a dotted line reporting relationship to the aligned Executive Team Members. Interacts closely with Talent Pool candidates, Executive Leadership, HR Business Partners, line of business, and Global Headquarters. Interacts with all levels of the business. External relationships include vendors, consultants, HR organizations and other professional associations/organizations<br/><br/>Essential Functions<br/><br/>ENHANCE ORGANIZATIONAL EFFECTIVENESS<br/>* Defines and champions HR strategies that support organizational goals and provide significant, positive and measurable impact on the organization.<br/>* Use workforce data and apply analytics skills to formulate people insights and recommendations<br/>* Diagnose issues and design organizations to deliver business results<br/>* Diagnoses trends and root causes impacting organizational performance at the local and global levels; and drives the development and execution of quality solutions.<br/>* Acts as an employee advocate and protects the interests of employees in accordance with the company’s human resources policies and appropriate governmental laws and regulations.<br/>* Ensures flawless execution of established human resources policies and procedures throughout the assigned client area.<br/>* Influences large outcomes and/or may lead large cross-functional projects/teams within/outside the scope of HR<br/>* Leads and develops a team of high performing individuals.<br/>* Special projects on an ad-hoc basis at the request of the CVP, HR and/or client Executive Team Member(s).<br/>* Leads the Succession Management process for assigned client organization(s) ensuring successors are identified and plans are developed and implemented for each person deemed a future successor to critical positions.<br/>* Leverage core people processes / Shape the nature of the delivery of HR services to the business based on a deep understanding of the business environment and strategy.<br/>* Partners with HR COEs, to establish and track HR metrics that reflect a fact-based, comprehensive method for valuing the contributions of Novo Nordisk’s staff. Proactively analyzes, reviews and reports key metrics to client areas and identifies trends and/or solutions to make course corrections if needed.<br/>* Responsible for being an active, productive and collaborative member of the Novo Nordisk HR Leadership Team and may play a leadership role on HR sub-teams. Participates on global HR teams as needed. Leverages resources across departments, geographies and within HR to efficiently and effectively meet client needs and drive the business.<br/>* Partners with client leadership teams, HR COEs and Finance Partners to develop and execute against strategic workforce plans.<br/><br/>MANAGES AND DEVELOPS ORGANIZATIONAL TALENT<br/>* Collaborates with key stakeholders to develop and implement programs that build the internal talent pipeline and ensure the appropriate talent for achieving business results.<br/>* Develops processes and systems to ensure high performance and ensures competitiveness of process, systems and structures to optimize business relationships, timelines and deliverables.<br/>* Leads individual, team and organizational developmental efforts necessary to achieve the business goals. These activities will be driven by the business needs and might include individual coaching and development planning; team development interventions; departmental restructuring, counsel and support; culture assessment and action planning etc. at all levels within the client group.<br/>* Responsible for input and implementation of leadership development, staffing, diversity, employee relations, and the performance management and review processes within assigned client groups.<br/><br/>PROVIDES STRATEGIC HR PARTNERSHIP<br/>* Actively participate on the business leadership team to develop the strategic business plan<br/>* Creates, communicates and drives the execution of organizational HR strategies that integrate perspectives from multiple stakeholder groups and industry best practices.<br/>* Directs, drives, measures and monitors annual processes including eVoice, succession and performance planning/evaluation and compensation processes and facilitates action planning for client areas.<br/>* Leads, develops and drives the creation of a client-focused People Strategy that is top of mind, linked to business goals and demonstrates increased business impact and sustainability. Works with management teams to gain support in implementation and coordination within/outside of their department.<br/>* Serves as a valued advisor to stakeholders and customers by anticipating needs and developing HR solutions that are aligned with business strategies.<br/>* 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/>INFLUENCES KEY STAKEHOLDERS<br/>* Seeks out, builds and maintains trusting and collaborative relationship and alliances with others inside and outside of the organization in ways that accomplish key business objectives; and helps others to do the same.<br/>* Serves as a valued advisor and partner by providing influential counsel and guidance to business leaders across the organization, which includes a global perspective.<br/><br/>MANAGES FINANCIAL PERFORMANCE<br/>* Maintains oversight and provides guidance to others in developing budgets and monitoring expenditures against operating plans; and makes improvements to budgets based on knowledge of financial data and history.<br/>* Responsible for department budget to ensure the attainment of financial goals, which includes anticipating financial requirements; and incorporates appropriate risk management and contingency planning.<br/><br/>Additional Information UNDERSTANDS HR LAWS AND PROGRAMS<br/>* Demonstrates advanced knowledge of the laws and policies that affect HR processes, programs and/or strategies.<br/>* Demonstrates, communicates and upholds organizational HR policies and procedures as well as applicable local, state and federal laws.<br/>* Provides guidance and advice to others to ensure that all laws and regulations are followed appropriately and consistently.<br/><br/>UNDERSTANDS THE BUSINESS, INDUSTRY AND MARKET<br/>* Demonstrates knowledge of internal business operations and industry best practices; and applies this knowledge to analyses, processes and deliverables.<br/>* Understands competitive dynamics to identify key opportunities and threats, and incorporates insights into HR strategies and plans.<br/><br/>Qualifications:<br/>* A Bachelor’s degree required; solid relevant experience and/or certification in specialized HR function may be substituted for degree when appropriate; advanced degree or SPHR certification preferred.<br/>* Demonstrated success in creating strategic direction/plans and proven ability to drive and sustain business improvement and results; strong business acumen required.<br/>* Experience in coaching/consulting senior leaders within the organization.<br/>* Ideal candidate will possess diverse HR experience across multiple key business functions (i.e. research, development, production, marketing, sales, finance).<br/>* Proven leadership and influence skills with the ability to develop and communicate a vision and engage people in that vision.<br/>* Requires a minimum of 15 years of progressively increasing HR experience with at least 8 years in an HR Business Partner role. Requires 6 or more years of supervisory experience.<br/>* Requires proven success setting direction, developing others and consulting with line managers 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, organizational design, talent assessment, and strategic workforce planning.<br/>* Demonstrated business acumen, organization savvy, judgment and decision making<br/>* Strong analytic and diagnostic skills<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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