Jobs / United States / Astrazeneca Pharmaceuticals Lp
Director, Human Resources
Astrazeneca Pharmaceuticals Lp · 🇺🇸 US - Frederick - MD
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 99 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 31 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Astrazeneca Pharmaceuticals Lp paid sponsored hires in similar roles15 certified filings for “Associate Director Oncology Outcomes Research” (Medical Scientists, Except Epidemiologists) in MD: $126k–$185k, median $140k. Most were filed at wage level II (47%) — 2 lottery entries, ≈31% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Astrazeneca Pharmaceuticals Lp
The US Department of Labor certified 99 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 31 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Astrazeneca Pharmaceuticals Lp →
About the role
Are you ready to shape a high-performing manufacturing site by turning enterprise people strategy into local impact? Do you thrive in complex, fast-moving environments where your judgment and leadership directly influence how medicines reach patients and how teams succeed? As the Site HR Lead for the Frederick Manufacturing Center (FMC), you will partner closely with the Vice President and General Manager and the Site Senior Leadership Team to set and deliver the site’s people strategy. This role will also have a dotted line to the Regional HR Lead, acting as a collaborative enterprise leader with a balanced, enterprise and “One HR” perspective. You will translate enterprise priorities into pragmatic plans that protect continuity, build capability, and accelerate performance—ensuring the right people, in the right roles, with the right skills, at the right time. This role calls for a strategic leader who can coach, challenge, and convene. You will balance near-term operational needs with mid-term capability building, bring data and digital tools into decisions, and lead your team to drive change that sticks. Your work will build trust on site, strengthen the talent pipeline, and enhance the site’s reputation with local partners. Accountabilities: • Site People Strategy and Delivery: Define the site’s people strategy and execution plan; own core people processes, standards, and operational plans that enable growth, productivity, innovation, capability, and organizational health. • Workforce Planning and Resilience: Lead site workforce planning across staffing demand, shift coverage, attrition risks, critical roles, capability gaps, and business continuity; convert insights into practical actions that stabilize and strengthen operations. • Organization Effectiveness: Diagnose operating challenges and design solutions across structure, manager spans, shift design, governance, role clarity, and ways of working; simplify and improve methods to deliver priorities efficiently and accountably. • Data-Enabled Decision Making: Use people data on staffing, engagement, attrition, absenteeism, capability, and succession to shape site-level interventions; role-model responsible use of digital tools and emerging technologies to improve outcomes. • Talent and Succession: Lead talent and succession processes for local leadership and site-critical roles; foster an enterprise-wide view of talent, enabling mobility, development, and retention for today’s needs and tomorrow’s pipeline. • Transformation and Change Leadership: Drive the people agenda for transformation, including new ways of working, organizational changes, automation impacts, culture shifts, and change adoption; align stakeholders and build manager readiness—even when concepts are new or challenging. • External Representation and Community Partnerships: Represent the company with government officials, community leaders, educational institutions, and workforce development partners to strengthen the site’s reputation and talent pipeline. • Leadership Coaching and Governance: Act as a trusted advisor to the Site Leadership Team on leadership effectiveness, team dynamics, manager capability, performance culture, and organizational health; ensure people decisions align with legal, policy, conduct, fairness, and risk standards. • Team Leadership: Lead, coach, and develop a high-performing team across HR Business Partnering, Communications, and Learning & Development; set direction, build capability, and ensure delivery against strategic priorities. • One HR Integration: Collaborate across the global HR community; integrate specialist expertise across reward, talent, learning, employee relations, organization design, analytics, and culture; balance site needs with enterprise pr