At Novo Nordisk Inc., 89 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 900 employee surveys, with a 90% confidence level and a margin of error of ± 2.53. It was published on Sep 12, 2016. 26515 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
96%
 
I'm proud to tell others I work here.
93%
 
Our facilities contribute to a good working environment.
93%
 
I am able to take time off from work when I think it's necessary.
93%
 
When I look at what we accomplish, I feel a sense of pride.
92%
 

What They Do

We asked Novo Nordisk Inc. to explain what they do. Here is what they had to say.

Novo Nordisk is a global healthcare company with more than 90 years of innovation and leadership in diabetes care. This heritage has allowed us to help people defeat other serious chronic conditions such as hemophilia, growth hormone related disorders and obesity.

About this Company

Website: http://www.novonordisk-us.com Industry: Biotechnology & Pharmaceuticals
US Headquarters: Plainsboro, New Jersey US Sites: 6
Major Locations: Plainsboro, New Jersey; Clayton, North Carolina; Morrisville, North Carolina; Seattle, Washington; West Lebanon, New Hampshire; Indianapolis, Indiana US Employees: 5,237
US Revenues: $16,604.2 million Worldwide Revenues: $16,604.2 million
Employees Worldwide: 42,847 Corporate Structure: Public
Stock Symbol: NVO Founded: 1982

Teri Lee, Manager, Project Managment & Business Performance

Perks and Programs

We asked Novo Nordisk Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • WAY to go! Program: WAY to go! allows employees to show appreciation for colleagues’ outstanding performance and everyday excellence, demonstrating our Leadership Competencies and the Novo Nordisk Way. Employees have the opportunity to recognize contributions that matter in a system that peers can see and support. Rewards allow managers to further acknowledge colleagues’ contributions to the organization and award points along with their recognitions. Through WAY to go! points for rewards accumulate for the selection of your choice from an exciting and extensive selection of merchandise, gift cards, experiences, tickets and more, from the online Rewards Catalog. WAY to go! has been designed so that everyone can recognize one another and help our organization continue our winning culture of recognition and employee success.
  • NovoHealth USA: Novo Nordisk, Inc. recognizes the value of a healthy lifestyle and that it requires commitment both at work and at home which is why we launched NovoHealth USA for employees to provide them with an opportunity to experience the many personal benefits of good health, higher productivity, increased energy, a balanced life and much more. The journey starts with a wellness assessment and provides a variety of ways for employees to earn points and push themselves to the next level in the program. New challenges are added quarterly to participate in fun and engaging activities within the NovoHealth USA program. Employees and spouses/domestic partners can also earn rewards such as Amazon gift cards and raffles for free healthcare (no medical/Rx employee contributions) for a year.
  • Employee Resource Groups (ERGs: At NNI, Employee Resource Groups (ERGs) play an integral role in the execution of our Diversity & Inclusion strategy which is founded on the belief that a focus on diversity drives business performance, maximizes the contribution of every employee, and leverages diverse thinking on key business issues, leading to increased understanding and engagement with our diverse customers. ERGs create a powerful network of members and focus on areas of common interest such as career development, mentoring, sponsorship, and leadership development. Currently, Novo Nordisk has eight ERGs: A1Connection (Living with Diabetes), African Americans in Novo Nordisk (AAINN), HoLA (Hispanics and Latinos at Novo Nordisk), Millennials, Novo Asia Pacific Community, NovoEqual (LGBTQ Employees and Our Allies), Veterans at Novo Nordisk (VANN), and Women in Novo Nordisk (WINN).
  • Tuition Assistance Program: Full and part-time Novo Nordisk, Inc. employees are eligible to apply for tuition assistance for covered courses beginning on or after their six-month service date.
  • Summer Hours: Summer hours are available to the home office and enable employees to balance work and life and provide greater flexibly during the summer. Summer hours provide employees the option of extending their hours Monday through Thursday (in addition to the 30 minute paid lunch period) in order to work a half-day on Fridays during the summer months. Summer hours begin the week after Memorial Day and extend through the Friday before Labor Day.
  • Flextime: Flextime enables employees to have greater freedom and control in beginning and ending their work days. Employees are permitted to choose their start and finish times (as agreed with their manager and department) while ensuring that internal and external customer needs, business objectives and satisfactory job performance are met.
  • Telework: Telework enables employees to perform some, or all, of their work at sites other than their Novo Nordisk home office location, such as their home, while still ensuring that business objectives, satisfactory job performance, and superior customer service goals are met.
  • Concierge Services: Novo Nordisk, Inc. recognizes that employees are juggling a lot of priorities which is why we provide employees with access to premier corporate concierge services at significantly subsidized rates to help smooth out the challenges of each day’s busy schedule. No task is too great or too small for the experienced Concierge Team staff. They handle personal needs when employees are traveling and/or working long hours and handle such tasks as: caring for pets and plants, researching vacation details, taking cars in for servicing and cleaning, to name a few things.
  • College Coach: Novo Nordisk, Inc. recognizes the challenges associated with selecting the right college for familiies which is why we offer College Coach to help employees navigate this process. Employees are provided with guidance on choosing the right school, preparing applications and financing college. This benefit is provided at no cost to employees and also includes: training workshops, online virtual learning center, personalized counseling and an Education Help Desk.
  • On-Site Fitness Center/Subsidized Fitness Memberships: Novo Nordisk, Inc. recognizes the importance of physical fitness and healthy living which is why we encourage employees to participate in sustained fitness and wellness activities. Our headquarters offices have onsite fitness centers which house a variety of cardio equipment (ellipticals, treadmills, bikes, rowing machines, etc.) and free weights. Additionally, we offer subsidies and corporate discounts at area fitness centers for home office employees. We also offer fitness benefits through a global fitness center which offers access to 9000+ fitness centers in the United States.

COMPENSATION BY THE NUMBERS

$83,174 Average salary and additional cash compensation for Executive Assistant $108,727 Average salary and additional cash compensation for Sr. Diabetes Care Specialist
50% 401(k) match of employee's contribution, up to 2% of an employee's salary90% Company-paid health coverage for employees (Full-Time Employees)
90% Company-paid health coverage for dependents (Full-Time Employees) 80% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $6,156 College Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k)
  • Restricted stock units to employees
  • Long-term care insurance to employees
  • Pre-tax savings account
  • Health insurance for retirees

PERKS TO MAKE LIFE EASIER

  • Free snacks during the day
  • Subsidized lunch on a regular, daily basis
  • On-site package/mailing service
  • Fitness classes
  • Dry cleaning
  • Personal travel service
  • Free beverages during the day
  • Personal concierge service
  • Discount ticket sales
  • Car wash
  • Banking
Alita Price, Sr. Business Support Coordinator, Payroll

WORK-LIFE BALANCE BY THE NUMBERS

29 days Paid time off after one year of full-time employment 14 days Paid time off after one year of part-time employment
10 days Paid sick days after one year of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Job sharing (1% use it)
  • Phased retirement planning
  • Telecommute option (15% use it)
  • Compressed work weeks (1% use it)

FAMILY CARE BY THE NUMBERS

120 days Job-protected maternity leave5 days Fully-paid maternity leave (does not include personal vacation or paid time off)
19 days Average length of maternity leave new mothers take60 days Job-protected paternity leave
5 days Fully-paid paternity leave (does not include personal vacation or paid time off)6 days Average length of paternity leave new fathers take
$5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents
30 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • Offsite subsidized childcare
  • Lactation room(s)
  • Paid sick leave to care for a child or relative
  • On-site or near-site backup childcare center
  • Elder care resources

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Mental health care
  • Fertility treatments
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

ONSITE HEALTH BENEFITS

  • Cholesterol tests
  • Flu shots
  • Fitness center (only at headquarters)
  • Blood pressure screening
  • Complete biometric screening

Community Involvement & Philanthropy

80 hours Paid time off to volunteer $19,000,000 Philanthropic donations in last year
$13,000 Total company-matched employee donations in last year

Diversity

  • Barbara A. Keen, Senior Director, Diversity, Culture & Organization Effectiveness is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 3 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

 
Robert Cipolla, Manager, Patient Relationship Management

Demographics

 
Evelyn Rivera Aguayo, Sr. CRA, In House Site Mgmt. and Betty Webb, Associate Manager - Patient Relationship Mgmt.

How to Get Hired

We asked Novo Nordisk Inc. for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We seek new employees, who align with our values and culture, specifically the passion and dedication towards customer service and patient care, and are committed to attracting and hiring diverse candidates.  Passion for what we do as a company is key because patients are our number one priority.

What can prospective employees do to get your attention?

Candidates who impress during a phone interview are then brought in front of a carefully selected team for further interviews. Our interview team typically includes the recruiter, hiring manager, subject matter experts, a member of Human Resources and the second level manager for the position. Our goal is to have candidates meet a variety of future colleagues as well as get a feel for the unique organization’s culture. The interviews are structured and behavioral, focused on the leadership and technical competencies for the position. Interview team members use interview guides that were designed for specific positions within the organization.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

That information is not available at this time.

What should interested candidates do to find out more and get started?

We employ many creative approaches for attracting both active as well as passive candidates who may be open to new opportunities. Our overall goal is to build talent communities rather than just fill open positions. We do this by: We rely on a combination of campaigns that include banner ads, directed emails and pay-per click as well as direct postings to sites such as Indeed, Simply Hired and KODA.   

hiring Outlook

618 Job openings forecast for coming year 2% Job Growth
53 Average applicants per opening 67,832 Applications received
1,184 Positions filled in past year 12% New hires by employee referrals
3,267 New positions created 537 Jobs filled by current employees
Yes Recruits on college campuses 36 New graduates hired
21% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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