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Associate Director, HR

Seattle, WA

About this Opportunity The Associate Director serves as thedepartment's senior administrative leader responsible for workforce strategy, organizational planning, and HR governance oversight for a ...

Marmon Holdings, Inc.

Director, Human Resources** with **Union Tank Car Company (UTLX)****BASIC REQUIREMENTS:****MUST RESIDE WITHIN COMMUTING DISTANCE OF OUR CHICAGO HQ OFFICE FOR A HYBRID (MINIMUM 2 DAYS/WEEK ...

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How much do associate director human resources jobs pay per hour?

As of Sep 10, 2026, the average hourly pay for associate director human resources in the United States is $25.96, according to ZipRecruiter salary data. Most workers in this role earn between $20.43 and $28.61 per hour, depending on experience, location, and employer.

What does an associate director of human resources do?

An Associate Director of Human Resources is responsible for overseeing the daily operations of HR functions within an organization. They develop and implement HR policies, manage employee relations, and ensure compliance with labor laws. Additionally, they support recruitment, talent management, and employee development initiatives while working closely with senior leadership to align HR strategies with organizational goals.

What are the key skills and qualifications needed to thrive as an associate director of human resources?

To thrive as an Associate Director of Human Resources, you need a solid background in HR management, labor law, organizational development, and typically a bachelor’s or master’s degree in HR or a related field. Familiarity with HRIS platforms, talent management systems, and certifications like SHRM-CP or PHR is often expected. Exceptional leadership, strategic thinking, and interpersonal communication skills help drive organizational goals and foster a positive workplace culture. These skills and qualifications are crucial for effectively aligning HR initiatives with business objectives and supporting both employees and leadership.

How does an associate director of human resources typically collaborate with other departments to drive organizational goals?

An Associate Director of Human Resources works closely with leaders across various departments to align HR strategies with overall business objectives. This involves regular meetings with department heads to understand their talent needs, providing guidance on workforce planning, and ensuring compliance with HR policies. They also partner with other teams to implement initiatives like leadership development, employee engagement, and diversity programs. Effective collaboration is key to ensuring that HR initiatives support the company’s mission while fostering a positive and productive workplace.

What is the difference between Associate Director Human Resources vs HR Manager?

AspectAssociate Director Human ResourcesHR Manager
ResponsibilitiesOversees HR strategies, policy development, and departmental leadershipManages daily HR operations, employee relations, and recruitment
Required CredentialsBachelor’s degree, HR certifications (e.g., SHRM-CP), experience in HR leadershipBachelor’s degree, HR certifications often preferred, experience in HR roles
Work EnvironmentStrategic planning, cross-department collaboration, senior managementOperational focus, team management, direct employee interaction

The Associate Director Human Resources typically handles strategic HR initiatives and leadership, while the HR Manager focuses on daily HR operations and employee management. Both roles require HR certifications and experience, but the Associate Director is more involved in policy development and organizational strategy.

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Infographic showing various Associate Director Human Resources job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 12% Part Time, and 3% Contract. Highlights an 84% Physical, 2% Hybrid, and 14% Remote job distribution, with an average salary of $54,005 per year, or $26 per hour.

Associate Director, Human Resources

Sellersville, PA • On-site

Piramal Pharma Limited
See more jobs at Piramal Pharma Limitedexternal

Full-time

Retirement

Re-posted 15 days ago

Job description

Be the First to Apply

Division

Piramal Pharma Solutions

Piramal Pharma Solutions is a contract development and manufacturing organization (CDMO), offering end-to-end development and manufacturing solutions across the drug life cycle. We serve our clients through a globally integrated network of facilities in North America, Europe and Asia.

This enables us to offer a comprehensive range of services including Drug Discovery Solutions, Process & Pharmaceutical Development services, Clinical Trial Supplies, Commercial supply of APIs and Finished dosage forms. We also offer specialized services like development and manufacture of Highly Potent APIs and Antibody Drug Conjugation.

Our capability as an integrated service provider & experience with various technologies enables us to serve Innovator and Generic companies worldwide.

For more details, please visit : www.piramalpharmasolutions.com

Job Title

Director, Human Resources

Job Description

HR Director / HRBP

Scope of the role

The HR Associate Director leads and manage the people agenda for the site in line with business needs and functional priorities. The role holder will act as a coach, mentor and HR subject matter expert responsible for providing partnership in all key HR areas - talent acquisition, talent management & development, succession planning, change management, work force planning, organization development & design, performance management, employee engagement, coaching and counseling, compensation evaluation, benefits administration support, et al. The HR Business partner will collaborate with the central and regional HR team members to diagnose, develop and deliver solutions to support the people needs of the site. The person in this role should have strong business acumen with proven ability to align business needs with HR solutions to move the business forward in a dynamic environment

Roles & responsibilities

  • Provide HR leadership, consultation and guidance for all people and labor-relations matters to the employees and managers at the site. Support the identification, creation and dissemination of employment and labor related policies and procedures
  • Work closely with the Site Leadership team and support with the implementation of the Business plan, highlighting potential HR-related business opportunities or risks and liabilities
  • Develop and implement a people plan for the site that is aligned with site, business and regional/global HR strategy. Partner with central and regional HR teams on various HR initiatives and efforts to executive the people plan. Leverage global processes such as talent and performance management, capability building, leadership development, employee engagement and succession planning to enable business results
  • Support budget planning discussions, lead and execute workforce planning in alignment with the site`s business plan
  • Coordinate and collaborate with other Site HR leaders in NA and with the Central HR team on design and execution of regional/global HR projects in line with business and functional needs
  • Coordinate for payroll and benefits administration activities at the site
  • Responsible for the sourcing and recruitment of talent. Proactively searches for candidates to fill current and future vacancies with focus on key metrics such as TAT, Quality of Hire
  • Work with Central and Regional Learning and Development teams to identify learning needs of team members at the site, support various learning programs to drive capability building and strengthen the culture of continuous learning
  • Lead the performance management and talent review process for the site. Advise line managers on effective performance management, coaching, mentoring and personal development within their teams
  • Provide direction to Leadership Team regarding compensation, benefits, salary planning, job architecture, and employee recognition programs
  • Establish and drive engagement and development strategies to improve employee engagement
  • Collaborate with the regional/central HR team on the development of processes, practices and programs to facilitate effective organizational design and performance (e.g. compensation, benefits, training, policy development, staffing/recruitment practices, communication, etc.)
  • Coordinate with external service providers such as benefits brokers, 401(k) administrators, and similar professionals to ensure best-in-class support to employees on matters related to benefits, rewards, leave administration, etc.
  • Provide direction for effective communications related to site people-related activities
  • Contribute to personnel cost planning, performing periodic cost and productivity analyses to support Finance and the Line in maintaining workforce budgets
  • Govern, influence and report key people metrics at the site
  • Other projects and duties as required/assigned, provide support for organizational growth initiatives, which may involve M&A activities.

Qualifications

  • Master or Bachelor degree in Business Administration, Economics, Psychology or relevant areas (major in HR preferred but not a must)
  • 10-12 years of experience as a generalist or HR business partner role in chemical, biotech and/or pharmaceutical industry. Minimum of 5 years' experience managing both exempt and non-exempt staff.

Skills & Competencies

  • Knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, training and labor relations staffing and recruitment
  • Experience in internal communications, benefits administration and/or training and development is preferred. ADP, PeopleSoft or similar HRIS is preferred; expertise in Microsoft Office; experience with applicant tracking systems, and social media recruitment is preferred.
  • Detail oriented, good organizational skills and a structured, proactive working attitude, strong work ethic
  • Ability to build rapport and cultivate relationships at all levels of the organization and work as part of the Global and Regional HR teams
  • Demonstrate the Piramal Values of Knowledge, Action, Care and Impact and the Piramal Success factors: Commits and Delivers Results, Serves Customers, Thinks Big , Collaborates, Empowers and Develops, Displays Humility.

Apply