Posted to MedZilla HealthCare on 1/13/2018


Novo Nordisk

US-NJ, Senior Director Talent Acquisition Job 447206800A1-MZ


 
 

Requisition ID 52639BR
Title Senior Director Talent Acquisition
Job Category Human Resources
Job Description Purpose
The main role of the Senior Director, Talent Acquisition will be to develop the talent acquisition vision and strategy to attract, engage and hire the best possible, diverse talent. This strategic leader will guide the company in developing and executing innovative talent acquisition plans required to support the business’ aspirations. Oversee day to day operations including the external workforce, and university relations. In addition, the Senior Director will have responsibility for managing a team of full-time employees (FTE), contingent workers, Request for Proposal (RFP), and a Recruitment Process Outsourcing (RPO) solution if necessary. Build relationships and synergies with counter-parts in Novo Nordisk A/S (NNAS) to leverage local best practices across the globe, streamline process and ensure relevant linkage to global staffing strategies. As part of the HR Leadership Team, you will help implement an overall talent strategy focused on attracting, retaining and developing talent.

Relationships
This position reports to the Corporate Vice President (CVP), Human Resources, Novo Nordisk Inc. (NNI). Interacts closely with leaders from LoB, HR Leaders, Legal, Business Partners and heads of HR Centers of Excellence (COE). Team includes direct reports of four people managers. External relations include but are not limited to various assessment and development vendors, professional associations, and international business schools. This leader would serve as a member of the core talent acquisition group and steering committee for the Recruit project.

Essential Functions
Budgets And Reporting: Oversee and monitor a large and complex budget. Ensure successful preparation of relevant budgets including quarterly updates. Oversee and ensure the accuracy of all Staffing reports and key surveys within the datahub, including the Open Position, Filled Position and Intra-cycle step Reports.

Metrics And Human Capital Planning: Creates systems and standard operating procedures to ensure consistency in quality of service and optimal efficiency. Keeps abreast of industry trends and benchmarks other organizations or better practices to ensure optimal thinking, tools and resources are being utilized within NNI. Monitors data trends and patterns and adjusts staffing support, budget and staffing objectives accordingly.

Organizational Effectiveness: Review org structure of Talent Acquisition function to continually ensure alignment to the business. Make changes where necessary in order to capitalize on the strengths, knowledge and relationships of the Recruiters and Sourcers.

Talent Acquisition: Direct the Talent Attraction team to develop and implement impactful social/digital media strategies. Optimize the candidate relationship management system to build long-term pipelines of talent. Develops and maintains strong external relationships to enhance the company’s reputation in the talent market thus facilitating recruiting efforts. Such relationships will also provide access to competitive and academic state of the art thinking and practice. Generates proactive, innovative sourcing strategies designed to promote retention of selected candidates. Is aware of gaps in NNI succession plans and proactively creates strategic sourcing plans to supplement succession plans where internal successors are not available. Oversee sustainable improvement plans relative to the applicant tracking system, employment, pre and post-employment assessment tools, and overall staffing infrastructure. This includes an active member in facilitating the RFP process when necessary. Responsible for the candidate generation and workflow for all Executive Recruiting, inclusive of utilizing and managing search agencies when necessary.

Vendor Management: Oversee operations team who is the liaison to the vendor for NNI’s Applicant Tracking System. Continuously monitors the preferred vendors relating to all staffing outsourcing needs. This includes: agencies, advertising, etc.

Development of People
Confronts performance issues in a direct and timely manner. Ensures high quality of talent are in place. Ensure that reporting personnel have 3P forms with annual goals and measurements that are consistent with the priorities of the business, and that interim reviews are held so that their work is focused on those priorities, and they understand their level of accountability for results and the measurement process. Ensure that the 3P forms include completed Individual Development Plans and are in place for all reporting personnel to enable the achievement of goals and capability to assume increased levels of responsibility. Manage the application and communication of all Novo Nordisk policies, procedures, and Novo Nordisk Way of Management.

Qualifications
* A Bachelor's degree required. Advanced degree preferred
* A minimum of 13+ years of progressively responsible talent acquisition experience required with at least 5 years of staffing leadership. Line (business manager, HR Business Partnering) experience desired
* A minimum of five years of pharmaceutical experience required
* Demonstrated track record of conducting effective, timely searches, using creative sourcing methods
* Excellent organizational and time management skills. Superb communication skills. Experience managing retained and contingency search agencies required
* Experience with university relations and job fairs desired
* In depth experience using behavioral interviewing techniques and assessment processes required
* In-depth experience and technical strength in project management, full-cycle recruitment, vendor negotiation and cost containment
* Knowledge of policies and federal/state legislation related to employment practices and general HR administration
* Proven performance as a business consultant/partner
* Working knowledge of Excel, PowerPoint and Microsoft Word – will need to work with a variety of technology applications (e.g., SAP)

Novo Nordisk is an Equal Opportunity Employer - M/F/Veteran/Disability/Sexual Orientation/Gender Identity.

If you are interested in applying to Novo Nordisk and need special assistance or an accommodation to apply, please call us at 1-855-411-5290. This contact is for accommodation requests only and cannot be used to inquire about the status of applications.

Department HR - HUMAN RESOURCES
Position Location US - Plainsboro, NJ
City Plainsboro
State/Provinces US - NJ
Job/Position Country US

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

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!

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.

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.

If you are interested in applying for employment with Novo Nordisk and need special assistance or an accommodation to use our website or to apply for a position, please call the U.S. Toll Free number at 1-855-411-5290 or click on the following link to submit your request: https://www.surveymonkey.com/r/novoaccommodation. Please note we do not accept applications for employment or employment related solicitations through this site. If you are requesting special assistance, please specify your request by selecting "Yes" in Question 2 on the site. We will not be able to respond to requests unless you specify the need for special assistance or an accommodation in Question 2. Determinations on requests for reasonable accommodation are made on a case-by-case basis.


Please visit our website at www.novonordisk.com

 
 


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