AD Human Resources for Mid-sized Pharmaceutical Company

Associate Director, Human Resources Business Partner

• Oncology | Neurology | Medical Affairs
• Greater NY Area, Hyrid
• $160,000 - $210,000 base salary + benefits package

Company Overview

A mid-sized pharmaceutical company focused on developing and commercializing innovative therapies is seeking an experienced Human Resources leader to join its growing organization.

The company offers a collaborative, fast-paced environment where HR plays an important role in shaping organizational strategy, developing talent, and supporting continued business growth. This opportunity is well suited for an HR professional who enjoys working closely with senior leadership and wants to have a meaningful impact across both people strategy and business performance.

Position Overview

The Associate Director, Human Resources Business Partner will serve as a strategic HR advisor to leadership and employees across Market Access and Medical Affairs.

This individual will partner closely with business leaders to create and implement people strategies that support organizational priorities, strengthen workforce capabilities, and enhance employee engagement and performance.

The role will have broad responsibility across talent management, organizational development, workforce planning, leadership coaching, employee relations, performance management, organizational design, talent acquisition, and change management.

The successful candidate will bring significant HRBP experience along with the confidence and judgment to independently navigate complex organizational and employee matters. This position requires someone who can understand the needs of the business, challenge and advise senior stakeholders when appropriate, and translate business priorities into practical people strategies.

Key Responsibilities

• Serve as the primary HR Business Partner for designated business functions, acting as a trusted advisor to leaders and employees on organizational, workforce, talent, and employee matters.
• Partner with senior leadership to develop people and workforce strategies that support both immediate business priorities and longer-term organizational goals.
• Provide guidance around organizational structure, succession planning, talent mobility, workforce capabilities, and resource planning.
• Coach and advise leaders on a variety of people-management topics, including leadership effectiveness, employee performance, team dynamics, organizational change, conflict management, and employee development.
• Lead and facilitate core talent management processes, including talent reviews, succession planning, employee development, and the identification and development of high-potential employees.
• Develop initiatives designed to strengthen employee engagement and organizational culture, using employee feedback, business priorities, and workforce insights to guide recommendations.
• Independently manage sensitive and complex employee relations matters, including workplace investigations, performance issues, corrective actions, accommodations, leave-related matters, and conflict resolution.
• Ensure employee matters are handled consistently and appropriately in accordance with internal policies and applicable employment regulations.
• Partner with leadership during periods of organizational transformation, providing HR expertise on change management, team effectiveness, and organizational development.
• Leverage workforce analytics and talent data to identify organizational trends, potential risks, skill gaps, and opportunities for improvement.
• Translate HR and workforce data into practical recommendations that enable leadership teams to make more informed decisions.
• Contribute to the development and continuous improvement of HR policies, practices, programs, and operating processes.
• Lead HR initiatives and cross-functional projects while ensuring alignment with broader business and people objectives.
• Establish productive partnerships across HR and the wider organization to ensure consistency, collaboration, and effective execution of people initiatives.
• Build credibility with senior leaders by developing a strong understanding of their functions, objectives, organizational challenges, and talent requirements.
  

Qualifications & Experience

• Bachelor's degree required; a degree in Human Resources, Business, Organizational Development, or a related discipline is preferred.
• Minimum of 10 years of progressive Human Resources experience, including meaningful experience operating as an HR Business Partner to senior-level leadership.
• Previous experience within the pharmaceutical, biotechnology, or broader life sciences industry is strongly preferred.
• Demonstrated HR expertise across areas such as talent management, organizational development, workforce planning, employee relations, performance management, and change management.
• Proven ability to advise and coach senior leaders while balancing the needs of employees, the organization, and the business.
• Strong consulting and influencing capabilities, with the confidence to challenge thinking and provide thoughtful recommendations when appropriate.
• Track record of developing credible and trusted relationships with stakeholders at multiple levels of an organization.
• Strong understanding of HR policies, employee practices, and employment regulations, coupled with the judgment necessary to apply them appropriately to complex situations.
• Solid business acumen with the ability to connect talent and organizational decisions to broader commercial and operational priorities.
• Experience independently managing complex and sensitive employee relations matters.
• Strong analytical capabilities and experience interpreting workforce information to identify trends and develop actionable recommendations.
• Working knowledge of applicable federal, state, and local employment laws and regulations.
• Excellent written, verbal, presentation, and interpersonal communication skills.
• Ability to handle confidential and highly sensitive information with professionalism and discretion.
• Strong organizational and project management skills, including experience leading complex initiatives involving multiple stakeholders and functions.
• Ability to operate independently while simultaneously collaborating effectively within a broader HR team.