Managing Partner – Value Creation — Research-Tools Business

The mandate

After uneven execution across two planning periods, the board is prioritising scaling an outcome-led value-creation practice across the region in a privately held venture- or institutionally-backed biotechnology company. The immediate business arena is the research-tools business, where a research productivity reset has exposed choices that can no longer be deferred. The successful executive will inherit an organisation with real strengths, but also competing stakeholder expectations and investment cases that require firmer evidence.

The accountable perimeter is approximately DKK 1,550 million across the biotechnology value chain. It includes several customer, product or delivery clusters and roughly 350 employees and material partners. These are deliberately rounded, composite ranges: they establish candidate scale without encoding a recognisable client footprint.

The board wants a Managing Partner – Value Creation who can reduce a long list of activity to a small set of consequential choices. The seat must deliver a research productivity reset while protecting the capabilities that make the research-tools business valuable. Authority will cover resources, leadership appointments and operating standards within scope; enterprise trade-offs will go directly to the board sponsor.

The first year must finish with repeatable client impact, senior-team depth and recurring board work. Success will require direct engagement with customers, employees, capital providers, regulators where relevant and critical partners across Denmark. This is an operating mandate with board access, not a staff role that stops at recommendations.

Why this seat is open

This is an urgent replacement for the Managing Partner – Value Creation — Research-Tools Business seat following an accelerated leadership transition. Interim accountability is in place for the research-tools business, but the board wants a permanent appointment within 6–8 weeks because a research productivity reset cannot remain under split ownership. The predecessor’s outcome is being handled neutrally and professionally. The external search remains confidential until the preferred candidate and transition plan are agreed.

What you will own

• Set the value thesis for the research-tools business, translate it into no more than five priorities and stop activity that cannot support those priorities with evidence.
• Carry stewardship of approximately DKK 1,550 million, including allocation, risk acceptance, forecast integrity and the quality of decisions taken at the operating review.
• Lead a perimeter of about 350 employees and partners, appointing a team with explicit decision rights and credible succession for every critical seat.
• Resolve a research productivity reset through named owners, dated milestones and escalation thresholds that make variance visible before a quarter or programme gate closes.
• Install one review linking commercial, customer, financial, people, technology and risk outcomes; eliminate reconciliations that disguise accountability.
• Sponsor the two or three capability investments that can materially change the trajectory, and close initiatives whose evidence does not justify continued funding.
• Build a three-year talent and succession plan for the research-tools business, reducing dependence on individual executives and creating mobility across the wider Biotechnology group.

The first 12 months

• Days 1–90: Validate the baseline; meet the 30 stakeholders most consequential to the research-tools business; assess the leadership team; stabilise immediate customer, people and control risks; and agree a board-owned scorecard.
• Months 4–9: Make the principal portfolio and organisation choices, fill critical leadership gaps, install the new cadence and deliver the first measurable release of cash, capacity, customer value or controlled risk.
• Months 10–12: Establish a repeatable performance trend, secure the following year’s capital and talent plan, prove that fixes are sustained and present a three-year value case with downside actions.

What the board will measure

• Delivery of the agreed first-year value case within a 10% tolerance, with variance surfaced before the relevant reporting period closes.
• A decision-useful forecast across three consecutive quarters that reconciles operating, cash, customer and people assumptions.
• Closure of the highest-priority issues behind a research productivity reset by their board-approved dates, with independent evidence that remediation is sustained.
• Retention of at least 90% of identified critical talent and ready-now successors for at least 70% of the Managing Partner – Value Creation’s direct reports.
• A quantified improvement in the primary research-tools business constraint, supported by a clean baseline, named data owner and repeatable measurement method.
• No unresolved high-severity escalation older than 30 days and no material surprise withheld from the agreed governance forum.

The person

You are currently a Managing Partner, Operating Partner or Transformation Practice Head in a privately held organisation. Your track record includes a transition where the original plan ceased to be sufficient and you can explain the choices you personally made, the evidence used and the numerical impact. Candidates from biotechnology, pharmaceuticals, diagnostics, research tools or computational biology will be considered where the operating model, customer stakes and governance intensity are comparable.

You bring 28+ years of progressive experience, consistent with the 28-plus band. At minimum, you have carried a P&L, book, budget or accountable portfolio of DKK 1,000 million and led at least 250 employees. Advisory candidates must show equivalent client-value ownership and multi-disciplinary leadership rather than subject expertise alone.

The board expects two completed transitions: one involving a difficult portfolio or resource choice, and another requiring the leadership system to change during material pressure. You should be equally comfortable challenging an optimistic case and creating followership after the decision. References must distinguish your contribution from the institution around you.

A relevant undergraduate degree or demonstrably equivalent executive formation is required; advanced study is useful but not a substitute for outcomes. The role is based in Copenhagen, Denmark. Relocation is expected; a structured commute may be considered only during an agreed transition period. Regional and intercontinental travel is part of the appointment, but the seat is not remote.

Non-negotiables

• Current or recent accountability at the level of Managing Partner, Operating Partner or Transformation Practice Head, with direct exposure to a board, investment committee or equivalent enterprise-governance forum.
• Proven ownership of at least DKK 1,000 million and leadership of no fewer than 250 employees in a comparable operating context.
• One completed example of scaling an outcome-led value-creation practice across the region, with outcomes sustained for at least two reporting periods after the intervention.
• Sector credibility from biotechnology, pharmaceuticals, diagnostics, research tools or computational biology; purely functional experience without operating consequences will not meet the bar.
• Willingness to meet the Copenhagen location expectation, complete conflicts and background diligence, and protect the search’s confidentiality.

Compensation and terms

The anticipated package is DKK 3,700,000–5,200,000 base + annual incentive and long-term participation, calibrated to final scope and the candidate’s current mix. Long-term participation follows the employer’s normal vesting and performance conditions. This is a full-time executive appointment with a standard five-day working week, additional availability appropriate to the office and material travel during diagnosis and implementation. A notice period of up to 6 months can be accommodated. No application, assessment, placement or onboarding fee is charged to candidates.

How to apply

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Confidentiality

The employer is represented as confidential, which Google permits for anonymous recruitment. Identifying information will be shared only after mutual relevance is established and an undertaking is in place. Rounded scale, blended context and broad archetypes are intentional and must not be used to infer a company name.