P&O Business Partner; DPM Expansions

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, that’s what you’ll gain by joining Novo Nordisk’s People & Organization team. Our P&O team is passionate about their purpose – enabling business success the Novo Nordisk Way by turning the Company’s 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 P&O Business Partner serves as a strategic advisor to business leaders, aligning human resource strategies with organizational goals to address key business challenges. This role focuses on delivering tailored HR solutions, including talent management, organizational development, workforce planning and change management, while championing company values and culture. By leveraging deep business and industry knowledge, the P&O Business Partner drives impactful decision-making and contributes to the development and execution of people strategies that support sustainable business success.

The position builds trusted, strategic relationships with business leaders and key stakeholders, serving as a primary P&O advisor on business priorities, organizational effectiveness, talent and workforce needs. The role proactively connects leaders with P&O functional Centers of Excellence (COEs), including Talent Acquisition, Total Rewards, Talent Management, Employee Relations and other specialist and operational teams, influencing integrated solutions, aligning priorities across functions and ensuring consistent execution of P&O strategies and programs.

• Partner with the Assigned Business Area Develop an understanding of the assigned area’s objectives, operations, organization and workforce needs
• Maintain regular interactions with leaders and managers to understand priorities, identify people-related needs and provide timely HR guidance
• Serve as the primary HR point of contact for the assigned area and ensure appropriate follow-through on HR matters
• Support Workforce and Talent Priorities Partner with leaders on workforce planning, talent reviews, succession planning, performance management, development, engagement and retention
• Use workforce data and employee insights to identify trends, risks and opportunities and recommend practical actions
• Support organizational design, role clarity and team effectiveness efforts within the assigned area
• Provide Employee Relations and Policy Guidance Advise leaders and managers on employee relations matters, performance concerns, policy interpretation and consistent application of HR practices
• Coordinate with Employee Relations, Legal and other appropriate partners on complex or sensitive matters
• Promote fair, compliant and timely resolution of employee and workplace issues
• Coordinate HR Programs and Solutions Connect the assigned business area with HR Centers of Excellence and operational teams, including Talent Acquisition, Total Rewards, Talent Management, Employee Relations and askHR
• Support implementation of HR programs, processes and annual cycles within the assigned area
• Help leaders understand program requirements, timelines and decisions and gather feedback to improve delivery
• Support Organizational Change and Leadership Capability Assess the people impact of business and organizational changes and support leaders with planning, communication and implementation
• Coach leaders and managers on…