Executive Director, People Business Partnerships

Acadia Pharmaceuticals•San Diego, CA

29d•Hybrid

About The Position

The Executive Director, People Business Partnerships, serves as the trusted senior strategic advisor and thought partner to leaders across the organization. This role provides enterprise‑level leadership and expert guidance on all aspects of human resources, including organizational design, performance management, talent strategy, talent development, and leadership effectiveness. As the leader of the People Business Partner (PBP) team, the Executive Director will be accountable for elevating and scaling the team’s impact by strengthening the design, implementation, and facilitation of PBP practices that drive employee attraction, retention, engagement, and overall organizational performance. The role will ensure strong alignment between People and Performance programs and the company’s business strategy to support long‑term growth and organizational success. Success in this role requires a balance of strategic vision and hands‑on execution, enterprise‑level influence, and the ability to influence and collaborate effectively at all levels of the organization.

Requirements

Bachelor’s degree in a related field or an equivalent combination of education and applicable job experience may be considered.
Minimum of 15 years’ progressively responsible experience in Human Resources, with a minimum of 10 years in a people leadership role.
Prior experience as a People Business Partner required
Demonstrated experience partnering with senior leaders in highly regulated, fast‑paced environments.
Strategic thinking capability and ability to translate strategy into executable, practical HR solutions, with "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 and workforce analytics.
Strong adaptability to changing priorities in a fast-paced environment.
Ability to influence mid-level and senior management and coach executive‑level leaders.
Effective conflict resolution skills and negotiation capability.
Prior experience working with teams across multiple geographies and disciplines.
Demonstrated ability to develop strong trusting relationships in order to gain support and achieve results; skilled in bringing alignment to different views of constituents within HR and 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 and aligning people, resources, and initiatives to achieve functional area and/or organizational goals.
Ability to travel up to 25% domestically.
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.

Nice To Haves

experience in the biotech or pharmaceutical industry strongly preferred.

Responsibilities

Serve as a senior advisor to executive leaders and people managers on organizational effectiveness, workforce strategy, leadership capability, and culture.
Provides expert advice and guidance to PBP Team and Executive Leaders
Lead, develop, and scale the People Business Partner team, ensuring consistent practices, high capability, and strong business alignment.
Creates and develops consistent process and strategy across the PBP Team and throughout People and Performance
Design and implement a standardized PBP operating model, tools, and processes that support enterprise People and Performance objectives.
Works effectively with the process owners for one or more Centers of Excellence (COEs) within People and Performance HR process to enhance efficiencies and role responsibilities (i.e., Talent Acquisition, Performance Management, Compensation Planning, Workforce Planning, Learning and Development, and Organizational Effectiveness).
Provides direction in regard to performance management and succession planning process to develop key talent and bench strength for future needs and to ensure the best talent is retained.
Provides guidance to PBPs to advise leaders on business challenges and people implications, leadership effectiveness, culture, and alignment.
Develops and implements appropriate change management plans to support organizational transformation, growth, and evolving business needs as needed.
Participates in the design and management of company-wide compensation programs in partnership with Compensation leadership.
Model and reinforce strong collaboration, accountability, and results orientation across the People and Performance function.
Performs other responsibilities as assigned.