Leadership Development

Leadership Development & Talent Management Associate Director

**Category**:Human Resource Management**Location**:Mississauga, Ontario, CA**THE POSITION**
- The Leadership & Talent Management Associate Director is responsible for leading efforts to curate, create and deliver business-relevant leadership development and talent management solutions for Novo Nordisk Canada Inc. (NNCI). This position will partner with the People & Organization Team (Local NNCI, North America Organization and Global) and business leaders to drive leadership and talent management strategies. The incumbent will create plans, tools and processes in the disciplines of leadership and talent assessment, leadership program design and delivery, talent review, succession planning, performance management, career path framework and workforce planning. This position is responsible for ensuring alignment of leadership and talent management strategies with the overall People & Organization strategy, corporate business objectives and Global COE strategy, frameworks and tools. This leader will coach, develop and advance leadership and talent pipeline at NNCI.**RELATIONSHIPS**
- The role is the primary interface with all leaders and potential leaders, talent, In addition, serves as a key contact and partner to NAO Employee Experience Team and global colleagues as well as vendors/agencies.**ESSENTIAL FUNCTIONS**
- Leadership:

- Design, plan and implement development programs to advance the Vision of A Leader at NNCI
- Create, in partnership with Senior Director, P&O to create leadership development strategy to achieve organization's goals and promote the mission and vision of NNCI
- Support NNCI in leading change and ensuring alignment with NNWay
- Cascade global leadership and talent program to leaders and talent
- Assess leadership and build capabilities and competencies across leadership maturity
- Talent Assessment, Talent Review and Succession Planning:

- Lead creation of the talent review and succession planning strategy, process, and tools for the annual and ongoing process (in alignment with global)
- Create the annual timeline, to include meeting design, pre-work, meeting facilitation, and outcomes/ongoing measures
- Consult with and build HRBP capability to lead talent and succession planning work with a focus on assessment, development, bench/pool planning, and talent planning
- Lead development and administration of a process which focuses on building bench strength (& retention) to meet current and future business needs
- Conduct individual leadership, career and talent assessments as appropriate using a variety of tools
- Talent Metrics - Establish metrics, monitor progress, and communicate insights. Partner with IT to create and automate a Talent Dashboard
- Performance Management:

- Partner with NAO and Global to create the strategy, philosophy, process, tools, training materials, and communications for the annual process. This includes building capability on how to provide feedback and coaching, how to write goals, how to create development plans, and how to have meaningful performance reviews. This also includes identifying the right systems and processes to enable an effective and user-friendly experience for employees and people managers, as well as generate data and insights to inform talent management strategies
- Oversee the continued roll out of a consistent Performance Management process that focuses employee's efforts on the achievement of business goals and attainment of requisite skills/competencies to sustain profitable growth
- Career Path Framework:

- Lead the creation of a career path philosophy, strategy, framework and approach for implementation. This includes the creation of tools, capability building / awareness / communications to key stakeholders, and measuring outcomes

**QUALIFICATIONS**
- Education and Certifications:

- Bachelors in Human Resources or Business Management and/or Master’s Degree in business/organizational development is strongly preferred
- Work Experience:

- 5+years of leadership development and/or in a senior talent management role
- Enterprise thinker and able to translate business strategies into talent management strategy and priorities
- Demonstrated ability to provide strategic leadership development and talent management across the organization
- Experience in leadership and talent program design an asset
- Demonstration of critical thinking and analytical skills are essential
- Proven ability to conceptualize, lead, implement leadership and talent management related programs and initiatives in the context of broader business/organizational objectives
- Requires well-developed and highly effective listening, communication, presentation and persuasive skills, including the ability to receive, process and present both strategic and tactical information
- Proven ability to collaborate and build strong relationships with teams and stakeholders

**APPLICATION DEADLINE**: February