Director/Sr. Director, People Business Partner

Acadia Pharmaceuticals Inc.•Princeton, NJ

4h•$180,000 - $250,000•Hybrid

About The Position

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.

Requirements

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
Minimum of 10 years of progressively responsible HR experience. Minimum of 6 years in a leadership role (Director, People Business Partner)
Minimum of 12 years of progressively responsible HR experience. Minimum of 8 years in a leadership role (Sr. Director, People Business Partner)

Nice To Haves

Experience leading large‑scale change initiatives.
Familiarity with benefits program design and delivery.
Experience in influencing enterprise‑wide HR programs and strategies.

Responsibilities

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.
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.
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.
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.
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.
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.
Influence and align senior leaders across functions and geographies.
Drive consistent, high‑quality HRBP practices while tailoring solutions to business needs.

Benefits

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