Director/Sr. Director, People Business Partner
$180k - $215k USD
About Acadia Pharmaceuticals
Acadia is committed to turning scientific promise into meaningful innovation that makes the difference for underserved neurological and rare disease communities around the world. Our commercial portfolio includes the first and only FDA-approved treatments for Parkinson’s disease psychosis and Rett syndrome. We are developing the next wave of therapeutic advancements with a robust and diverse pipeline that includes mid- to late-stage programs in Alzheimer’s disease psychosis and Lewy body dementia psychosis, along with earlier-stage programs that address other underserved patient needs. At Acadia, we’re here to be their difference.
Please note that this position is based in Princeton, NJ. Acadia's hybrid model requires this role to work in our office three days per week on average.
Position Summary:
For assigned business group(s), the Director / Sr. Director, People Business Partner (PBP) serves as a strategic advisor and thought partner to senior leaders across all aspects of human resources, including workforce planning, organizational design, employee relations, performance management, compensation, leadership development, and employee engagement.
This role partners closely with executives to translate business priorities into scalable people strategies, strengthen leadership capability, and drive organizational effectiveness in a dynamic, fast‑paced biotech/pharma environment.
Primary Responsibilities:
Strategic Partnership & Leadership Advisory
- Establish and maintain strong, trusted relationships with executive leadership and employees across assigned business group(s); maintain regular presence to build credibility and connection.
- Serve as a primary people advisor to leaders, offering objective and balanced counsel on organizational effectiveness, leadership capability, culture, and people implications of business decisions.
- Partner with executives and their leadership teams to develop and execute workforce and talent strategies aligned with business objectives.
Talent, Performance & Succession
- Drive performance management processes, including goal setting, calibration, development planning, and promotion recommendations.
- Lead succession planning efforts to build bench strength for critical roles and retain high‑potential talent.
- Partner with Talent Acquisition to identify and close talent gaps through proactive hiring and internal mobility strategies.
- Consult with leaders to assess development needs and implement targeted training and leadership development plans.
Employee Engagement & Culture
- Partner with leaders to assess employee engagement data and design action plans that strengthen culture, inclusion, and retention.
- Coach leaders on effective people leadership practices, feedback, and communication.
Employee Relations & Risk Management
- Provide guidance to leaders to proactively identify and resolve employee relations issues.
- Manage and resolve complex employee relations matters, conducting thorough and objective investigations as appropriate.
- Partner with Employee Relations leadership on escalated matters as needed.
- Ensure compliance with federal, state, and local employment laws across multiple geographies.
Compensation & Total Rewards
- Oversee annual performance and compensation planning for assigned client groups, ensuring alignment of pay with performance and business outcomes.
- Partner with Compensation on job leveling, market analysis, and participation in the design and management of company‑wide compensation programs.
- Provide consultation on offers, promotions, and pay decisions.
Change Management & Organizational Effectiveness
- Lead and support organizational change initiatives, including restructures, growth, and operating model shifts.
- Develop and implement effective change management and communication plans.
- Partner with HR Centers of Excellence (Performance Management, Compensation, Learning & Development, Onboarding, Organizational Effectiveness) to deliver integrated people solutions.
Leadership & Influence
- Influence and align senior leaders across functions and geographies.
- Drive consistent, high‑quality HRBP practices while tailoring solutions to business needs.
Education/Experience/Skills:
Required
- Bachelor’s degree in a related field or equivalent combination of education and experience.
- Progressive HR Business Partner experience, preferably in Biotech or Pharma.
- Strong strategic thinking capability with demonstrated hands‑on execution.
- Deep working knowledge of federal, state, and local employment laws.
- Proven ability to coach and influence leaders at mid‑to‑senior levels.
- Excellent communication, presentation, consultative, and interpersonal skills.
- Experience with performance management, succession planning, and compensation planning.
- Ability to operate effectively in a fast‑paced, evolving environment.
- Experience working across multiple geographies.
- Strong conflict resolution, negotiation, and stakeholder alignment skills.
- Ability to travel up to 10% of the time, primarily domestic
Preferred
- Experience leading large‑scale change initiatives.
- Familiarity with benefits program design and delivery.
- Experience in influencing enterprise‑wide HR programs and strategies.
Position Levels & Compensation
- Director, People Business Partner; Salary Range: $180,000 – $215,000, Experience: Minimum of 10 years of progressively responsible HR experience. Minimum of 6 years in a leadership role
- Sr. Director, People Business Partner; Salary Range: $220,000 – $250,000, Experience: Minimum of 12 years of progressively responsible HR experience. Minimum of 8 years in a leadership role
- Level and scope will be determined based on experience, complexity of client group(s), and demonstrated impact.
Physical Requirements
This role involves regular standing, walking, sitting, and the use of hands for handling or operating equipment. The employee may also need to reach, climb, balance, stoop, kneel, crouch, and maintain visual, verbal, and auditory communication in a standard office environment and while working independently from remote locations. The employee must occasionally lift and/or move up to 20 pounds. This position requires the ability to travel independently overnight and/or work after hours as required by travel schedules or business needs.
#LI-HYBRID #LI-BG1
In addition to a competitive base salary, this position is also eligible for discretionary bonus and equity awards based on factors such as individual and organizational performance. Actual amounts will vary depending on experience, performance, and location.
Salary Range
$180,000—$250,000 USD
What we offer US-based Employees:
- Competitive base, bonus, new hire and ongoing equity packages
- Medical, dental, and vision insurance
- Employer-paid life, disability, business travel and EAP coverage
- 401(k) Plan with a fully vested company match 1:1 up to 5%
- Employee Stock Purchase Plan with a 2-year purchase price lock-in
- 15+ vacation days
- 13 -15 paid holidays, including office closure between December 24th and January 1st
- 10 days of paid sick time
- Paid parental leave benefit
- Tuition assistance
EEO Statement (US-based Employees): Studies have shown that women and people of color are less likely to apply for jobs unless they believe they meet every one of the qualifications in the exact way they are described in job postings. We are committed to building a diverse, equitable, inclusive, and innovative company, and we are looking for the BEST candidate for the job. That candidate may be one who comes from a less traditional background or may meet the qualifications in a different way. We strongly encourage you to apply, especially if the reason you are the best candidate isn’t exactly what we describe here.
It is the policy of Acadia to provide equal employment opportunities to all employees and employment applicants without regard to considerations of race, including related to hairstyle, color, religion or religious creed, sexual orientation, gender, gender identity, gender expression, gender transition, country of origin, ancestry, citizenship, age, physical or mental disability, genetic information, legally-protected medical condition or information, marital status, domestic partner status, family care status, military caregiver status, veteran or military status (including reserve status, National Guard status, and military service or obligation), status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, or any basis protected under federal, state or local law.
As an equal opportunity employer, Acadia is committed to a diverse workforce. If you are a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation. Furthermore, you may request additional support if you are unable or limited in your ability to use or access Acadia’s career website due to your disability, along with any accommodations throughout the interview process. To request or inquire about your reasonable accommodation, please complete our Reasonable Accommodation Request Form or contact us at talentacquisition@acadia-pharm.com or 858-261-2923.
Please note that reasonable accommodations granted throughout the recruiting process are not guaranteed to be the same accommodations given if hired. A new request will need to be submitted for any ADA accommodations after starting employment.
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Notice to Search Firms/Third-Party Recruitment Agencies (Recruiters): The Talent Acquisition team manages the recruitment and employment process for Acadia Pharmaceuticals Inc. (“Acadia”). Acadia does not accept resumes from recruiters or search firms without an executed search agreement in place. Resumes sent to Acadia employees in the absence of an executed search agreement will not obligate Acadia in any way with respect to the future employment of those individuals or potential remuneration to any recruiter or search firm. Candidates should never be submitted directly to our hiring managers or employees.