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WORKING AT LEO PHARMA

At LEO Pharma, we create an environment where people can grow, thrive and make a meaningful impact in medical dermatology. Our people processes and programs drive engagement, accountability and ownership, and promote a culture of performance and growth. Whether you’re starting your career or taking the next step, you’ll find opportunities where purpose meets potential.

At LEO Pharma, your growth is our priority. We are committed to providing a comprehensive learning environment based on the 70-20-10 principle:

  • 70% experience-based: Learning through on-the-job tasks and challenges
  • 20% relationship-based: Social learning and insights from peers, managers, and mentors
  • 10% education-based: Formal learning through courses, education, reading, and online sessions

Development plans are tailored to your career aspirations and agreed with your manager. Whether you’re enhancing your skills in your current role or preparing for future opportunities, we provide the tools, the feedback and the support you need to succeed in your development.
All employees have access to job-specific training to meet role requirements. Mandatory and role-specific training is assigned and tracked through our learning and compliance systems to ensure employees meet job and regulatory requirements (e.g., annual GxP/Quality training for regulated roles). We combine enterprise learning via LEO Pharma Academy with function- and site-specific programs so employees can upskill as business needs evolve. Through our LEO Pharma Academy, we offer a wide range of internal programs, including DE&I, leadership, change management, project management, digital skills, and the use of AI, alongside training that ensures adherence to external regulations and industry standards. 
Employees in specialized roles receive additional training to uphold role-specific requirements and professional best practices. With 100% of our workforce having access to job-related training through LEO Pharma Academy and tailored programs, we empower our people to grow, excel, and contribute to shared success.

All leaders are certified in “How we lead LEO,” our leadership framework that sets clear expectations and provides a shared community of leadership practice. Our “How we lead LEO” curriculum focuses on non-technical leadership capabilities - including feedback and coaching, cultural awareness and inclusive leadership, psychological safety, and leading change and performance. These modules are offered globally to all people leaders and are facilitated by our Centers of Expertise, with local delivery supported by HR Business Partners. With How we lead LEO, we want to set the tone for our organization on how we inspire and motivate our people to succeed as one team. We insist on continuous dialogues and training sessions across LEO Pharma leaders, promoting a learning mindset across the organization. With How we lead LEO, we live our values and enable our teams and organization to grow and deliver on our strategy.

Our Organizational Planning is a recurring, enterprise-wide process that identifies the capabilities and organizational development activities needed to deliver on our business strategy. It fosters valuable dialogues within leadership teams across LEO Pharma and translates decisions into clear Organizational Plans that guide prioritized initiatives in the areas of people and organization.

We value the unique strengths each employee brings and encourage continuous development so everyone can reach their full potential. We also recognize that some colleagues demonstrate the capacity to take on broader and more complex roles. Organizational Plans are cornerstones of our succession planning: they outline targeted development actions that accelerate growth and strengthen the leadership pipeline for roles critical to our future success.

At LEO Pharma, personal growth is not just a goal; it’s a journey we embark on together. Through our annual appraisal process, LEO GROW, we align individual aspirations with our strategic vision, empowering our people to thrive and make meaningful contributions.

LEO GROW is more than goal setting. It helps unlock your potential through clear priorities, continuous feedback, and well-structured development plans tailored to you. Whether formal learning, accredited training, or professional certifications are relevant, you and your manager will anchor these opportunities in your development plan.

Our performance conversations are built on trust and transparency. With regular check-ins and a year-end review, we focus on both what you deliver and how you deliver it - balancing outcomes with behaviors. At year-end, the assessment summarizes your impact across Business Goals, Behavior Goals, and Overall Performance, informing decisions on development opportunities, promotions, and rewards.

This process builds a strong foundation for sustained success. Development and performance discussions foster a culture of accountability, fairness, and engagement, and they play a key role in long-term succession planning.
By providing regular, forward-looking guidance and recognizing your contributions, LEO GROW helps you stay connected to LEO Pharma’s purpose. Here, your achievements fuel both your growth and our collective success.

Our Global Remuneration Principles

Our global remuneration principles guide how we pay and reward, ensuring consistency and fairness across LEO Pharma:

  • Reward sustainable high performance: We link remuneration to delivery of strategic priorities and long term value creation. Where superior business performance is achieved, high performers are appropriately rewarded.
  • Be market competitive: We position total remuneration competitively against relevant markets to attract and retain the talent needed for strong performance. We review salary ranges and benchmarks annually to maintain internal equity.
  • Be transparent and fair for all employees: Our practices are grounded in internal fairness and inclusion, offering equal opportunities aligned with local market practice for similar levels of experience, contribution, and skill. Policies and governance are clearly communicated, so employees understand how remuneration works.
  • Be appropriately flexible: Global principles apply across LEO Pharma, with flexibility to reflect different functions, geographies, and roles.

Rewarding Results: Incentives and Bonuses

Everyone at LEO Pharma participates in performance based rewards, with the structure tailored to role, market, and level.

  • Short-term incentives: Eligible employees may receive variable pay linked to company priorities and individual outcomes. This includes our global short-term incentive (STIP) as well as local bonus schemes and sales incentive plans, depending on role and location.
  • Long-term incentives: Senior-level employees may be eligible for our equity-based Long-term Incentive (LTI) plan with multiyear vesting, designed to align management interests with those of shareholders and support retention of key leaders.

Beyond Pay: Benefits for Every Stage of Your Life

We value our employees’ contributions, and our competitive rewards are complemented by globally guided, locally delivered non-pay benefits. Depending on role and location, these may include flexible working arrangements aligned to role and local guidance, confidential wellbeing resources where available, health insurance in select markets, global business travel insurance for work-related travel, paid time off aligned with local standards, and retirement and protection plans consistent with local market practices. Importantly, life insurance is provided globally to all LEO Pharma employees and administered locally.

LEO Pharma provides parental leave for both parents across its workforce through a combination of company-specific policies and applicable statutory arrangements. Entitlements vary by country and parent type, and may include paid or partially paid maternity or primary caregiver leave, paternity or supporting parent leave, and, where applicable, shared parental leave or other locally mandated caregiver leave; approximately 80% of employees are covered by a LEO Pharma-specific parental leave policy.

Transparency and Fairness

Specific benefits and variable pay components may vary by location, role or level, and we are committed to transparency. We provide full details during the application process so you can expect clarity and fairness in rewards wherever you join us.

Our Graduate Program is a transformative two-year journey designed to kickstart your career. Based at our global headquarters in Denmark, you’ll experience four dynamic rotations, including a global assignment with potential overseas travel. You’ll gain hands-on experience across functions, build a versatile skillset, and immerse yourself in the world of medical dermatology - all while making a real difference.