Associate Director, HR Business Partner

Asahi Kasei•Cary, NC

3d•Hybrid

About The Position

We are seeking an Associate Director, HR Business Partner (HRBP) to partner with business leaders to deliver HR solutions that enable organizational performance, talent outcomes, and consistent employee experience. This role balances strategic consulting and partnership with operational execution across the employee lifecycle, including organizational design, workforce planning, talent management, employee relations, performance management, and change leadership. In a regulated pharmaceutical environment. The HRBP applies strong documentation discipline and partners cross-functionally to support compliance, training adherence, and inspection readiness behaviors.

Requirements

BA in HR, Business Administration, or related field; MA, a plus
Minimum of 5-7 years of progressive HR experience, including HRBP responsibilities in the pharmaceutical industry required
Demonstrated experience advising managers on employee relations, performance management, and organizational change.
Working knowledge of employment laws and HR compliance requirements (federal/state as applicable).
Strong consulting, coaching, and stakeholder management skills; able to influence without authority.
Proven ability to manage sensitive matters with confidentiality and sound judgment.
Data literacy: ability to interpret HR metrics and translate insights into actions.
Proven track record of developing and implementing successful HR strategies
Strategic thinker with strong leadership abilities
Outstanding interpersonal and communication skills, both verbal and written
Ability to handle sensitive and highly confidential information with discretion
Strong problem-solving and conflict resolution skills
Proficient in HRIS platforms, as well as in MS Office Suite and Adobe Pro

Nice To Haves

HR certification (e.g., SHRM, PHR, SPHR), a plus

Responsibilities

Partner with leaders to translate business strategy into workforce plans (headcount, skills, structure, succession).
Advise on organizational design, role clarity, and operating model changes; support restructuring and integration efforts as needed.
Use data and insights (turnover, engagement, DEI metrics, performance outcomes) to identify trends and recommend interventions.
Supports the HR department’s development and implementation of HR strategies aligned with the Company’s mission, vision, and goals.
Supports the HR department’s initiatives to promote organizational effectiveness and employee engagement.
Provide day-to-day guidance on employee relations matters (conduct, attendance, workplace concerns) and ensure consistent application of policy.
Addresses employee concerns and resolves conflicts in a fair and consistent manner.
Resolves and manages grievances, serving as a resource to deliver any disciplinary action, as needed, while minimizing risk to the Company.
Conduct or support workplace investigations as appropriate; partner with Legal/Compliance on high-risk cases (e.g., protected activity, discrimination/harassment allegations, potential terminations).
Support corrective action and separation processes, ensuring documentation quality and procedural consistency.
Partners with the Company’s Head of Training and Talent Development in the development and implementation of talent management and succession planning programs; identifies training gaps, and needs for employees at all levels; promotes continuous learning and development within the organization; promotes leadership development and coaching initiatives.
Provides input in initiatives to enhance the Company’s culture and values.
Supports initiatives to drive diversity, equity, and inclusion within the organization.
Coach leaders on performance expectations, feedback, and accountability; support performance improvement processes and documentation.
Lead talent review, succession planning, and development actions.
Support hiring strategy and selection processes; ensure interview practices align with company policy and employment law.
Engages in the HR department’s mid-year and annual performance review process: content/format; manager/employee guidance on the process, etc.
Engages in the Company’s recruitment, selection, onboarding, and offboarding processes.
Support annual HR cycles (performance reviews, merit, bonus, engagement surveys) and drive leader readiness and communications.
Contribute to benefits, leave, and accommodations processes by coordinating to ensure timely handoffs and follow-through.
Lead and support change initiatives (reorganizations, process changes, policy updates) with structured change management practices.
Reinforce company values and expected leadership behaviors; help leaders address team dynamics and culture risks early.
Maintain strong documentation standards in HR case management systems and HRIS.
Partner with Quality/Training/Compliance teams as needed to support training adherence and inspection-ready practices (where applicable to role scope).
Ensure HR processes support policy governance and auditability (e.g., consistent records, approvals, and retention practices).