Director, People Business Partner

Acadia Pharmaceuticals • Princeton, NJ

1d • Hybrid

About The Position

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 on average three days per week.

Requirements

• Bachelor’s degree in a related field or an equivalent combination of education and applicable job experience may be considered.
• A minimum of 10 years’ progressively responsible related experience with a minimum of 6 years in a leadership role.
• Prior experience as an HR Business Partner experience in Biotech or Pharma industry strongly preferred.
• Strategic thinking capability and “hands on” HR plan implementation experience.
• Strong working knowledge of applicable Federal, State and local employment law.
• Demonstrated skills and abilities in coaching, influencing, facilitation, development, and problem solving with a passion to deliver results.
• Excellent communication, presentation, consultative, partnership, and interpersonal skills.
• Experience in business analysis and compensation planning.
• Familiarity with benefit program design and delivery.
• Strong adaptability to changing priorities in a fast-paced environment.
• Ability to influence mid-level and senior management.
• Effective conflict resolution skills.
• Prior experience working with teams across multiple geographies.
• Demonstrated ability to develop strong trusting relationships in order to gain support and achieve results; skilled in bringing alignment to different views of constituents across the business.
• Skilled at negotiating with business partners or management and influencing senior level leaders regarding matters of significance to the organization.
• Proficient at creating and communicating a clear vision among team members effectively aligning resources and activities to achieve functional area and/or organizational goals.

Nice To Haves

• Prior experience as an HR Business Partner experience in Biotech or Pharma industry strongly preferred.

Responsibilities

• Establish and maintain effective relationships with business group leadership and employees.
• Ensure regular presence to build and enhance relationship with employees.
• Provides expert advice and counsel to assigned group leaders on organization and human resources issues.
• Partners with the group executives and their teams to develop strategies and implement talent plans to address organizational talent needs; partners with Talent Acquisition to ensure talent gaps are filled appropriately.
• Drives performance management and succession planning process within client group(s) to develop key talent and bench strength for future needs and to ensure the best talent is retained.
• Consults with clients to understand training and development needs across their groups and partners in creating employee development plan.
• Works with business leaders to establish and drive employee engagement actions.
• Offers objective and balanced advice to leaders on business challenges and people implications, leadership effectiveness, culture, and alignment.
• Oversees annual performance and compensation planning for assigned group(s) to ensure alignment of total rewards to performance.
• Assists managers and provides constructive feedback and coaching for all aspects of the company performance management process including coaching leaders on effective documentation practices for good and poor performance, evaluating performance results, and making promotion recommendations.
• Provides guidance to objectively assess and resolve employee relations issues.
• Identifies root causes as opportunities to improve team effectiveness; coaches managers to be proactive in employee relations issues.
• Partners with leaders on employee relations issues; involves Director, Employee Relations as appropriate.
• Develops and implements appropriate change management plans as needed.
• Works effectively with the process owners for one or more sub-section HR process (i.e., Performance Management, Compensation Planning, Learning and Development, On Boarding Programs and Organizational Effectiveness).
• Participates in the design and management of company-wide compensation programs.
• Performs other responsibilities as assigned.

What This Job Offers

• Job Type: Full-time
• Career Level: Director