What are the responsibilities and job description for the Senior Manager - Human Resources Business Partner - P&O position at Mercer County Works?
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, thatÆs what youÆll gain by joining Novo NordiskÆs People & Organization team. Our P&O team is passionate about their purpose û enabling business success the Novo Nordisk Way by turning the CompanyÆs 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 line of business, 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 and will support the NAO People & Organization (HR) group. 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 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 and protector of the Novo Nordisk Way to define company culture and shape and foster an engaging, diverse, and inclusive employee environment
Partner with DEI&B and line of business to drive and execute DEI&B programming and strategies
Physical Requirements
10-20% overnight travel required.
Qualifications
A Bachelors degree required; relevant experience and/or certification in specialized HR function may be substituted for degree when appropriate; advanced degree or MBA preferred
At least 6 years of progressively increasing HR experience required
At least 1 year in an HR Business Partner role and/or proven track record in 1 or more specialized HR functions
Requires leadership/collaboration skills
Demonstrated success in creating and executing people strategies and proven ability to implement and sustain business improvement and results; strong business acumen required
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 preferred
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 preferred, specifically including organization design, development and effectiveness, managing/leading change, talent management and development, coaching and culture and engagement
Strong communication and influence skills with a positive outlook
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, weÆre 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-[Register to View] . This contact is for accommodation requests only and cannot be used to inquire about the status of applications.
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, thatÆs what youÆll gain by joining Novo NordiskÆs People & Organization team. Our P&O team is passionate about their purpose û enabling business success the Novo Nordisk Way by turning the CompanyÆs 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 line of business, 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 and will support the NAO People & Organization (HR) group. 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 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 and protector of the Novo Nordisk Way to define company culture and shape and foster an engaging, diverse, and inclusive employee environment
Partner with DEI&B and line of business to drive and execute DEI&B programming and strategies
Physical Requirements
10-20% overnight travel required.
Qualifications
A Bachelors degree required; relevant experience and/or certification in specialized HR function may be substituted for degree when appropriate; advanced degree or MBA preferred
At least 6 years of progressively increasing HR experience required
At least 1 year in an HR Business Partner role and/or proven track record in 1 or more specialized HR functions
Requires leadership/collaboration skills
Demonstrated success in creating and executing people strategies and proven ability to implement and sustain business improvement and results; strong business acumen required
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 preferred
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 preferred, specifically including organization design, development and effectiveness, managing/leading change, talent management and development, coaching and culture and engagement
Strong communication and influence skills with a positive outlook
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, weÆre 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-[Register to View] . This contact is for accommodation requests only and cannot be used to inquire about the status of applications.