Associate Human Resources Director directs the human resources staff that implement and manage policies and programs that reflect the organization's mission and values, support company goals, achieve objectives, and positively engage the workforce. Maintains broad and current subject matter knowledge and expertise in federal and state employment laws to advise leadership with solutions for human resources issues and evolving organizational needs. Being an Associate Human Resources Director oversees processes and programs that support employees and company operations, including staffing, compensation, benefits, training, employee relations, safety, and compliance. Administers an HRIS or other system to facilitate processes, provide data, and report on HR activity. Additionally, Associate Human Resources Director requires a bachelor's degree. Typically reports to a head of a unit/department. The Associate Human Resources Director typically manages through subordinate managers and professionals in larger groups of moderate complexity. Provides input to strategic decisions that affect the functional area of responsibility. May give input into developing the budget. To be an Associate Human Resources Director typically requires 3+ years of managerial experience. Capable of resolving escalated issues arising from operations and requiring coordination with other departments. (Copyright 2024 Salary.com)
This is a great opportunity to join a growing pharmaceutical company focused on satisfying unmet needs and increasing the benefits of healthcare. Our client is looking for an Associate Director, Human Resources who is a highly motivated individual who wants to work in a fast-paced environment and make a difference.
The Associate Director, Human Resources functions as the HR Business Partner supporting teams across Market Access, Medical Affairs, and Business Innovation & Ecosystems. Reporting to the Executive Director, Human Resources, this role is accountable for providing strategic, proactive advice and counsel to the organization relating to a range of HR matters including, but not limited to: strategic initiatives, identifying, attracting and retaining high performing talent, diversity and inclusion, establishing and maintaining team and organizational culture, employee development, employee engagement, performance management, employee relations, etc. The incumbent will be expected to establish trusted relationships with leaders by truly understanding the business and its employees.
This incumbent must be independently capable of not only addressing fundamental HR issues, but must possess experience in strategically addressing development, performance management, progressive discipline, staffing, employee relations and organizational changes.
Provide daily customer support to specified customer base regarding all employee matters. Employee matters may include employee relations issues, such as conflict resolution, performance management, legal issues (ADA, FMLA, STD, DOL), human resources investigations/interventions, training & development, employee engagement & retention, etc. Lead the design, development & implementation of strategic HR programs and initiatives needed to support the specified customer base. Typical examples of programs and initiatives intended to enhance the functioning of the organizational entity may include: organizational development initiatives, succession planning & talent review, design and implementation of competency programs, 360 assessment initiatives, targeted selection programs, training initiatives, etc.