People Leader

As a People Leader at Ascendis Pharma, your main responsibilities include leading and mentoring team members, driving the continuous development of people-related processes, hiring and onboarding new talent, and facilitating collaboration sessions. You'll play a vital role in ensuring that your team members grow professionally and have the support they need to succeed within the dynamic environment of Global IT.

The ideal candidate for the People Leader position at Ascendis Pharma should possess at least three years of leadership experience, preferably within an IT organization. Additionally, experience in people development, governance, and optimizing people processes is essential. Most importantly, a people-centric mindset and a commitment to team success over individual accolades are crucial for thriving in our company culture.

The People Leader position at Ascendis Pharma is based in our office located at Tuborg Blvd. 12, 2900 Hellerup, Denmark. This scenic location is part of a vibrant work environment where you will collaborate closely with a talented team within the Global IT department.

The team culture for People Leaders at Ascendis Pharma is one of collaboration, support, and continuous growth. As part of a community of People Leaders located in Hellerup and Princeton, US, you will work closely with peers to enhance governance and people processes while nurturing an agile transformation journey that prioritizes personal development and team success.

While a background in IT is beneficial for the People Leader role at Ascendis Pharma, it is not the most important factor. We value experience in leadership, a strong people-oriented mindset, and a demonstrated ability to enhance team collaboration and quality over formal educational credentials. Your skills in nurturing growth and guiding individuals will take precedence in our hiring decision.

In my experience, I prioritize my team's development needs by conducting regular one-on-one check-ins to understand their individual goals, strengths, and areas for improvement. This helps me tailor development plans that align with both personal aspirations and organizational objectives. Prioritizing open communication is essential for building trust and ensuring everyone feels supported in their growth.

Absolutely! In my previous role, I guided my team through an agile transformation by first educating them about agile principles and practices. I facilitated workshops that encouraged collaborative engagement and creativity. By breaking down silos and promoting cross-functional teamwork, we were able to deliver higher-quality results and respond more rapidly to change, significantly improving team morale in the process.

When conflicts arise within my team, I employ active listening and facilitate open discussions. I encourage team members to share their perspectives and work collaboratively towards a mutually beneficial solution. My aim is to create an atmosphere where differences are respected and viewed as opportunities for innovation, ultimately leading to stronger team cohesion.

To ensure new hires are effectively onboarded, I develop a structured onboarding program tailored to their roles and responsibilities. This includes pairing them with a mentor, providing essential resources, and setting clear expectations. Regular check-ins during their first few months help gauge their integration and address any questions or challenges they might face.

I measure the success of my leadership approach through various indicators, such as team engagement scores, performance metrics, and retention rates. Feedback from team members is invaluable, and I actively seek input through anonymous surveys and one-on-one sessions. This feedback helps me adapt my leadership style to better support my team's needs.

I have successfully implemented governance frameworks that align people processes with organizational goals. My approach involves assessing current procedures, identifying bottlenecks, and initiating process improvements. This often includes establishing clear guidelines, creating training programs, and leveraging technology to enhance efficiency and transparency.

I foster a culture of continuous feedback by encouraging regular check-ins and setting expectations for constructive communication. I model this behavior by giving and soliciting feedback myself. Creating a safe space where team members feel comfortable sharing candid assessments can build trust and empower individuals to take ownership of their growth.

Creating an inclusive work environment involves actively listening to team members, valuing diverse perspectives, and taking targeted actions to address any inequities. I promote inclusion through team-building activities, cross-training opportunities, and open discussions where everyone can express their ideas without fear of judgment.

My approach to team collaboration centers around cultivating open lines of communication, encouraging active participation, and leveraging each team member's strengths. I foster an environment where ideas can flow freely, and I make it a point to celebrate contributions to unify the team behind our shared goals.

Adapting my leadership style to different personality types requires a keen understanding of each team member's unique attributes and motivations. I do this by observing their responses to various situations and adjusting my communication style accordingly. Some may prefer direct feedback, while others thrive on encouragement, and my goal is to make every individual feel valued and understood.