Key Responsibilities: Capability analysis Analyse and identify current and future talent and leadership capability requirements to ensure successful implementation of business strategies Local Strategy Alignment Collaborate with the SVP HRBP and VP HRBP’s across the Region(s) to align the Talent Learning and D&I strategy with the specific needs and priorities of the region. Ensure that global initiatives are customised to meet local requirements while maintaining alignment with the overarching organisational goals. Advocating for Global Initiatives Serve as an advocate and subject matter expert for global talent, learning, and D&I programs and processes within the region. Communicate the benefits and value of global initiatives to local stakeholders, highlighting how they can positively impact local employees and the organization as a whole. Customization and Localization Work closely with the global Talent, Learning, and D&I CoE to adapt and customize global programs, training materials, and resources to suit the local culture, language, and regulatory environment. Ensure that these adaptations are effective and relevant. Execution of local priorities and implementation focus Oversee the successful implementation of TLDI initiatives within the Region(s). This includes driving initiatives and ensuring a clear focus on value and outcome. Promote development experiences and ensure that employees have access to global curriculum. Leverage internal and external best practises within Talent Learning and D&I to meet strategic requirements Support change management and culture initiatives that happen in the talent and development space Provide professional expertise to enable local P&O (People and Organisation) community navigate talent and development challenges specific to local areas Facilitation and team development of VP+ Leadership teams Feedback and Reporting Establish mechanisms for collecting feedback from local employees and stakeholders regarding the effectiveness and relevance of people development initiatives. Regularly report on the outcomes and impact of these initiatives to The Head of People Development Partnering and the global CoE, using data to drive improvements and adjustments. Qualifications: Master’s degree in business, HR, Psychology or similar preferred Minimum 10 years of proven HR record in two or more specialized HR functions (e.g. talent development, succession management, leadership development, learning & development, performance management, HRBP) Experience from geographical areas other than home country is preferred Knowledge of industry best practices and trends around learning science, talent strategy, and effective measurement of leadership development. Demonstrate strong expertise partnering with HR business partners and line leaders to design and implement solutions. Experience in People Development and/or Business HR Consulting. Experience in developing and implementing talent strategy for an organisation. Experience leading organisation transformation work across stakeholder matrix. Strong coaching skills, process facilitation skills and a solid practical experience working with team development. Demonstrate strong business and organisational understanding. Proven record of accomplishment of implementing global projects and change-management. Effective communication skills, written, oral, and presentation. 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, we’re life changing. Print job Send to e-mail