Director​/Sr. Director, Business Partner

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.

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.

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.