PURPOSE:

Acts as a strategic and tactical business partner to at least 2 key assigned business unit(s) to facilitate the achievement of the business goals through all HR activities including: staffing; compensation and benefits; employee relations; and individual, team and organizational development and effectiveness (e.g. structure, systems/processes, leadership development, etc.). Proactively shares best practices and acts as a resource for other HRGs. Develops and implements the Novo Nordisk People Strategy within the assigned business units including the areas of developing and maintaining a winning culture, attracting and retaining the best talent, developing people, promoting diversity education and awareness and increasing customer focus. Also participates in other NNI-wide HR initiatives and may lead special projects/communications on behalf of the team for all client areas.

RELATIONSHIPS:

This position reports to a Director in HR. Interacts with all levels of the business. Partners heavily with assigned business unit management. External relationships include vendors and HR organizations and associations.

ESSENTIAL FUNCTIONS:
(for 2 or more business unit client groups; using a high level of autonomy with guidance as needed)
• Participate as an active strategic and tactical business partner of the assigned business unit’s leadership team in setting and achieving the strategic goals of the team People & Business goals. Partner with line management to model, shape and assess an organizational culture that supports the achievement of business objectives.
• Leads the implementation of the NNI People Strategy for assigned business units in support of the strategy of the team. Develop an annual and long-term People Strategy for assigned regions within business unit.
• Lead 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.
• Responsible for the implementation of leadership development, staffing, diversity, employee relations, and the performance management and review processes within assigned client group. This includes the implementation of the organizational review process.
• Ensure flawless execution of established human resources policies and processes throughout the assigned client area.
• Act as an employee and company advocate and protects the interests of employees and the company in accordance with the company’s human resources policies and appropriate governmental laws and regulations.
• Establish and track HR metrics that reflect a fact-based, comprehensive method for valuing the contributions of NNI staff. Provide regular reports of data and analysis to NNI managers.
• Provide input to HR Centers of Excellence regarding the development of HR policies and processes in the areas of employee relations, leadership development, staffing, diversity, compensation and benefits.
• Responsible for being an active, productive and collaborative member of the NNI HR team. Leverage resources across departments, geographies and within HR to efficiently and effectively meet client needs and drive the business.
• Provide guidance to less experienced Generalist and others in HR (Administrators, Associates, etc.).
• Partner with Managers and Compensation in the job description review and compensation leveling processes.
• Work with client areas and closely with COE (Relocation, Compensation,) regarding resolution and clarification of expatriate and relocation issues, understanding guidelines, etc.
• In conjunction with clients and other HRGs, may coordinate and facilitate client workshops based on needs and in close coordination with the COES
• Communicate key processes and handle key communications across all client areas (e.g. merit increase, performance management, mid-year review, onboarding processes, etc.) to keep clients informed.

NNI-Wide Initiatives
• Contributes to the company wide strategies and plans for HR Centers of Excellence.
• Contributes to the development and implementation of Centers of Excellence tools, processes, and programs across NNI.

KEY SUCCESS FACTORS: EDUCATION, EXPERIENCE, KNOWLEDGE AND SKILLS
• Bachelor’s degree (or equivalent experience) and a minimum of 9 years of progressively increasing HR experience with at least 4 years in a HR Generalist role. Masters preferred but not required.
• Demonstrated strategic ability and ability to execute plans with a passion for the business.
• Demonstrated performance in consulting with line managers (including the VP level) in matters relating to employee development, performance improvement and general HR related area.
• Leadership skills with the ability to develop and communicate a vision and engage people in that vision.
• Solid, working knowledge of HR policies, procedures, and federal legislation related to employment practices and general HR administration.