US-NJ, Manager Talent Assessment-Performance & Succession Job 465908500A0-MZ
|Requisition ID 55124BR|
Title Manager Talent Assessment/Performance & Succession
Job Category Human Resources
Job Description Purpose
Supports the Talent Assessment, Performance and Succession (TAPS) Management function to ensure effective assessment, selection and development of talent. Designs, develops and implements assessment tools and processes for selection and development. Provides assessment consultation to HR partners and line of business leaders. Assists in the development and implementation of succession and performance management initiatives, processes and tools.
This position reports to the Director, Talent Assessment, Performance & Succession Management. Partners closely with HR Business Partners and senior level management. Other relationships include external vendors and professional organizations.
Manages Projects: Designs and executes projects in area of specialty, ensuring quality, timeliness and effectiveness of deliverables based on business intent and purpose. Carries out stakeholder analysis and manages project expectations regarding project objectives, status and milestones. Ensures integration of TAPS processes, tools, and training with other HR programs/operations and technologies.
Influences Key Stakeholders: Implements communication, change management and sustainability plans spanning the full project life cycle to support the effective deployment of new initiatives, processes and tools.
Assessment: Creates and utilizes best in class tools and processes for assessing and developing talent (e.g., multi-source feedback, assessments centers, business cases, interview guides), selecting those most appropriate for the business need, ensuring appropriate validation evidence. Partners with learning and development teams on the development and implementation of assessment solutions that are embedded within training programs. Conducts studies to measure the effectiveness of assessments, and make adjustments as necessary. Manages the use of off-the-shelf assessment tools (e.g., Hogan, 360) to ensure consistent and appropriate use across the organization.
Employee Development: Develops competency models to define leadership/functional competencies required to support the execution of business. Manages coaching engagements across the organization, ensuring coaches meet the minimum criteria and engagements are structured according to NNI guidelines; measures the effectiveness of coaching engagements, ensuring key objectives are measured and monitored. Assists with the development and implementation of the of the executive onboarding program to accelerate leader assimilation.
Performance Management: Participates in the execution of NNI’s short-term and long-term philosophy/strategies for performance management. Supports the full spectrum of performance management activities, including goal-setting, mid-year and year-end appraisals, and calibration.
Succession Management: Supports the design, development and implementation of strategically aligned global succession planning/high potential processes and tools. Facilitates talent review and succession management meetings.
10-20% overnight travel required.
* A bachelor’s degree required. A Master’s Degree or Ph.D. in Industrial/Organizational Psychology or related field highly preferred
* Requires a minimum of 9 years (or 7 years with Master’s Degree or 5years with Ph.D.) of progressively increasing HR experience in two or more specialized HR functions (e.g., succession management, performance management, assessment, or analytics/metrics) with a strong generalist background and comprehensive knowledge of process design, development, and implementation
* Demonstrated success partnering with HR business partners and line leaders to design and implement assessment solutions
* Demonstrated experience providing individual assessment and coaching
* Demonstrated ability to handle multiple tasks in a fast paced environment
* Requires proven success setting direction, developing others and as a business partner
* Strong interpersonal, consultative, relationship building and conflict management skills in order to initiate and develop productive collaborative partnership with all levels of leadership across the organization
* Strong business acumen required. Requires strong vendor and project management experience
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 - SUCCESSION & PERFORMANCE MANAGEMENT
Position Location US - Plainsboro, NJ
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.
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