# Assistant Director of Human Resources - $111923 - $145500… > Assistant Director of Human Resources - $111923 - $145500 Yearly Salary at Sea Box, Inc. in Cinnaminson, New Jersey, United States. Salary: USD 112K - 146K.… Assistant Director of Human Resources - $111923 - $145500 Yearly Salary # Assistant Director of Human Resources - $111923 - $145500 Yearly Salary Sea Box, Inc. ## Job Description Essential Duties and Responsibilities: HR Department Leadership and Operational Oversight - Provide leadership, coaching, direction, and oversight to the HR Manager, HR Generalist, and other assigned HR staff. - Oversee the daily effectiveness of HR operations and ensure department priorities, deadlines, service expectations, and established procedures are consistently met. - Translate priorities established by the Vice President of Human Resources into actionable assignments and department deliverables. - Establish accountability for assigned HR responsibilities and follow up to ensure timely and accurate completion. - Coach and develop HR staff to strengthen technical knowledge, judgment, communication, problem-solving, and independent decision-making. - Review the quality and consistency of HR documentation, employee communications, investigations, disciplinary actions, recruiting activities, and other HR work products. - Identify operational issues requiring intervention and implement corrective actions within delegated authority. - Escalate significant organizational, legal, financial, employee-relations, or reputational risks to the Vice President. - Provide leadership continuity for the HR department when the Vice President is unavailable on matters specifically delegated to the position. Employee Relations and Management Support - Serve as an escalation point for employee relations matters that require a higher level of HR judgment or intervention. - Lead or oversee complex workplace investigations, employee complaints, disciplinary matters, performance concerns, workplace conflicts, and employment separations. - Review significant disciplinary actions and termination recommendations for consistency, documentation, policy compliance, and employment risk before escalation to the Vice President when appropriate. - Advise managers and supervisors regarding employee relations, performance management, attendance, workplace conduct, policy interpretation, documentation, and corrective action. - Coach managers to take appropriate ownership of employee matters rather than relying on HR to make routine management decisions. - Identify recurring employee-relations trends and recommend improvements to management practices, policies, communication, training, or organizational processes. - Partner with the Vice President on highly sensitive, high-risk, or executive-level employee matters. Performance Management and Leadership Development - Oversee administration and consistent execution of the Company's performance management process. - Review performance evaluations, development plans, performance improvement plans, and related documentation for quality and consistency. - Coach managers regarding performance expectations, accountability, employee development, documentation, and difficult workplace conversations. - Identify management-development needs and recommend training, coaching, or other interventions. - Support the Vice President in developing leadership and supervisory training programs. - Monitor performance-management trends and identify departments, managers, or organizational areas requiring additional HR support. - Reinforce management accountability for employee performance and development. Talent Acquisition, Staffing and Retention - Provide leadership and oversight of recruiting and staffing activities managed by the HR team. - Partner with managers to identify staffing needs and ensure recruiting priorities align with approved workforce requirements. - Oversee recruiting processes, candidate selection practices, agency relationships, hiring documentation, onboarding, and new-hire integration. - Monitor recruiting metrics, including vacancies, time to fill, candidate flow, offer acceptance, turnover, and other relevant measures. - Address difficult-to-fill positions and recommend alternative recruiting strategies. - Review hiring practices for consistency, effectiveness, compliance, and candidate experience. - Support workforce planning, retention, succession, and internal-development initiatives led by the Vice President. - Identify opportunities for internal promotion, cross-training, and employee development. Compensation, Benefits and Recognitions - Manage and coordinate annual compensation processes under the direction of the Vice President. - Conduct and/or review market compensation analyses, job evaluations, job classifications, salary-range placement, promotion analyses, and internal-equity reviews. - Support the maintenance of job architecture, salary structures, career levels, and job descriptions. - Review compensation recommendations and identify potential internal-equity, compression, market-competitiveness, or policy concerns. - Support the Vice President in preparing compensation recommendations and analyses for executive leadership and Finance. - Provide leadership oversight of benefit administration and ensure employee benefit issues are resolved accurately and timely. - Support benefit renewals, vendor evaluations, implementation activities, and employee communications. - Oversee employee recognition and engagement programs assigned to HR. Workforce and Organizational Planning - Support the Vice President in evaluating organizational structures, staffing requirements, reporting relationships, workforce capacity, and position needs. - Participate in workforce planning discussions with department leadership. - Review requests for new positions, replacements, promotions, transfers, and organizational changes and provide HR recommendations. - Support succession-planning and talent-development initiatives. - Identify workforce capability gaps and recommend recruiting, training, development, or organizational solutions. - Ensure job descriptions, classifications, reporting relationships, and organizational records remain current. - Assist with organizational change initiatives and employee communications. Compliance, Policy and Risk Management - Monitor HR practices for compliance with applicable federal, state, and local employment laws and Company policies. - Maintain current knowledge of New Jersey employment requirements and relevant federal employment laws. - Review HR policies, procedures, practices, and employee communications and recommend revisions when necessary. - Support handbook development and updates. - Ensure employment actions are consistently documented and administered. - Coordinate with the Vice President regarding matters requiring legal counsel or presenting significant employment risk. - Support employment-related audits, regulatory reviews, hearings, unemployment matters, and other compliance activities. - Ensure employee records and confidential HR documentation are appropriately maintained and safeguarded. - Identify potential HR risks and recommend corrective or preventive actions. HR Analytics, Systems and Process Improvement - Monitor HR metrics and departmental KPIs established by the Vice President. - Analyze turnover, recruiting, attendance, compensation, employee relations, performance management, and other workforce data. - Identify trends, operational concerns, and opportunities for improvement and present recommendations to the Vice President. - Oversee the accuracy and effective use of HRIS information and HR reporting. - Identify opportunities to automate, streamline, standardize, and improve HR processes. - Ensure HR procedures include appropriate controls, documentation, accountability, and follow-through. - Support cost-reduction and efficiency initiatives while maintaining compliance and employee service. Training and Employee Development - Identify training needs based on employee relations trends, performance issues, organizational needs, compliance requirements, and manager feedback. - Coordinate and oversee HR-sponsored training programs. - Support development of supervisor and manager training. - Monitor required training completion and appropriate documentation. Posted October 2, 2026 ## Related Jobs Human Resources Business Partner FlynnGroup Full Time Specialty Veterinary Recruiter - $90000 - $100000 Yearly Salary Animal Outpatient Specialty Network Recruiter Administrative, Accounting & HR Coordinator Kinetic Personnel Group Full Time Bilingual HR Assistant - PT Superior Metal Technologies Full Time Human Resources Business Partner - $$67808 - $77890 Yearly Salary Vermont Law School Full Time Human Resources Director Vermont Law School Director TTH HR Generalist in Bensalem- Up to 80k! 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