Director, People Business Partner

<div class="content-intro"><p></p> <div data-ogsc="black"><span data-ogsc="" data-ogsb="yellow"><strong data-ogsc="" data-olk-copy-source="MessageBody">About Acadia Pharmaceuticals</strong></span></div> <div data-ogsc="black"> </div> <div data-ogsc="black"><span data-ogsc="" data-ogsb="yellow">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.</span></div></div><p style="text-align: center;">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.</p> <p><strong><u>Position Summary:</u></strong></p> <p>For assigned business group(s), the Director PBP will act as a strategic business partner and serve as an expert advisor across all aspects of human resources, including workforce planning, organizational development, employee relations, performance management, compensation, and leadership development.</p> <p><strong><u>Primary Responsibilities:</u></strong></p> <ul> <li>Establish and maintain effective relationships with business group leadership and employees.</li> <li>Ensure regular presence to build and enhance relationship with employees.</li> <li>Provides expert advice and counsel to assigned group leaders on organization and human resources issues.</li> <li>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.</li> <li>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.</li> <li>Consults with clients to understand training and development needs across their groups and partners in creating employee development plan.</li> <li>Works with business leaders to establish and drive employee engagement actions.</li> <li>Offers objective and balanced advice to leaders on business challenges and people implications, leadership effectiveness, culture, and alignment.</li> <li>Oversees annual performance and compensation planning for assigned group(s) to ensure alignment of total rewards to performance. </li> <li>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.</li> <li>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.</li> <li>Partners with leaders on employee relations issues; involves Director, Employee Relations as appropriate.</li> <li>Develops and implements appropriate change management plans as needed.</li> <li>Works effectively with the process owners for one or more sub-section HR process (i.e., Pe