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 San Diego, CA. Acadia's hybrid model requires this role to work in our office three days per week on average.

Position Summary:

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.

Primary 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.

Education/Experience/Skills

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, with experience in the biotech or pharmaceutical industry strongly preferred.
Demonstrated experience partnering with senior leaders in highly regulated, fast‑paced environments.

Key Skills:

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.

Physical Requirements:

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.

#LI-HYBRID #LI-BG1

In addition to a competitive base salary, this position is also eligible for discretionary bonus and equity awards based on factors such as individual and organizational performance. Actual amounts will vary depending on experience, performance, and location.

Salary Range

$261,000—$326,300 USD

What we offer US-based Employees:

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

EEO Statement (US-based Employees): Studies have shown that women and people of color are less likely to apply for jobs unless they believe they meet every one of the qualifications in the exact way they are described in job postings. We are committed to building a diverse, equitable, inclusive, and innovative company, and we are looking for the BEST candidate for the job. That candidate may be one who comes from a less traditional background or may meet the qualifications in a different way. We strongly encourage you to apply, especially if the reason you are the best candidate isn’t exactly what we describe here.

It is the policy of Acadia to provide equal employment opportunities to all employees and employment applicants without regard to considerations of race, including related to hairstyle, color, religion or religious creed, sexual orientation, gender, gender identity, gender expression, gender transition, country of origin, ancestry, citizenship, age, physical or mental disability, genetic information, legally-protected medical condition or information, marital status, domestic partner status, family care status, military caregiver status, veteran or military status (including reserve status, National Guard status, and military service or obligation), status as a victim of domestic violence, sexual assault or stalking, enrollment in a public assistance program, or any basis protected under federal, state or local law.

As an equal opportunity employer, Acadia is committed to a diverse workforce. If you are a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation. Furthermore, you may request additional support if you are unable or limited in your ability to use or access Acadia’s career website due to your disability, along with any accommodations throughout the interview process. To request or inquire about your reasonable accommodation, please complete our Reasonable Accommodation Request Form or contact us at [email protected] or 858-261-2923.

Please note that reasonable accommodations granted throughout the recruiting process are not guaranteed to be the same accommodations given if hired. A new request will need to be submitted for any ADA accommodations after starting employment.

California Applicants: Please see Additional Information for California Residents within our Privacy Policy.

Canadian Applicants: Please see Additional Information for Canadian Residents within our Privacy Policy.

Applicants in the European Economic Area, Switzerland, the United Kingdom, and Serbia: Please see Additional Information for Individuals in the European Economic Area, Switzerland, the United Kingdom, and Serbia within our Privacy Policy.

Notice to Search Firms/Third-Party Recruitment Agencies (Recruiters): The Talent Acquisition team manages the recruitment and employment process for Acadia Pharmaceuticals Inc. (“Acadia”). Acadia does not accept resumes from recruiters or search firms without an executed search agreement in place. Resumes sent to Acadia employees in the absence of an executed search agreement will not obligate Acadia in any way with respect to the future employment of those individuals or potential remuneration to any recruiter or search firm. Candidates should never be submitted directly to our hiring managers or employees.

Executive Director, People Business Partnerships

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