Please note that this position is based in San Diego, CA. Acadia's hybrid model requires this role to work, on average, three days per week in our office.
Position Summary:
The Director, Employee Relations is responsible for developing, executing, and managing the organization’s employee relations programs and practices, serving as a key advisor and subject matter expert on workplace matters and accommodations requests, ensuring fair, consistent, and legally compliant practices across the organization. Reporting to the People Operations and Strategy leader, this role partners closely with Legal and Compliance, People Business Partners (PBPs), and business leaders to support a positive and productive work environment.
Primary Responsibilities:
- Develops and implements employee relations policies and procedures, ensuring compliance with applicable federal, state, and local employment laws (e.g., FMLA, ADA, PDA, Title VII).
- Partners with Legal and Compliance to mitigate risk and ensure consistent application of Acadia policies.
- Leads the resolution of employee relations matters, including but not limited to investigations, disciplinary actions, accommodations, and conflict resolution.
- Maintains timely, thorough, and objective documentation and ensures confidentiality and integrity throughout the investigation and resolution process.
- Develops and delivers training in partnership with Legal and Compliance to educate managers and employees on workplace conduct, compliance, and best practices.
- Provides coaching and guidance to PBPs and managers on navigating sensitive employee issues and fostering inclusive, high performing teams.
- Advises and supports managers in addressing performance concerns, including development and implementation of Performance Improvement Plans, Coaching, Disciplinary Action, etc.
- Serves as the escalation point for sensitive or high-risk accommodations requests, ensuring thorough review, documentation, and resolution in partnership with Legal and Benefits.
- Analyzes Employee Relations (ER) data and trends to identify risks, patterns, and opportunities for continuous improvement.
- Leads and supports complex or high risk terminations, partnering with P&P and Legal to ensure compliance, minimize risk, and maintain thorough documentation.
- Collaborates cross functionally with PBPs, Benefits team, and other internal partners to ensure a cohesive and aligned approach to employee relations.
- Performs other responsibilities as assigned.
Education/Experience/Skills:
- Education:
- Bachelor’s degree in Human Resources, Business Administration, or related field
- Master’s degree preferred
- Experience:
- 10+ years of progressive HR experience, with at least 5 years managing employee relations issues and accommodations requests.
- Proven experience managing investigations and advising senior leaders.
- Prior experience in the Biotech or Pharma industry preferred.
- Certifications:
- SHRM-SCP, SPHR, or similar HR credentials preferred.
Must possess:
- Deep knowledge of employment law, accommodations processes, workplace investigations, and regulatory frameworks (e.g., FMLA, ADA, PDA, Title VII)
- Strong analytical and problem-solving skills
- High integrity and discretion in handling sensitive information
- Proficiency in ER case tracking systems and HRIS software
- Expert conflict resolution skills
- Demonstrated skills and abilities in coaching, influencing, facilitation, development, and problem solving with a passion to deliver results
- Excellent communication, presentation, consultation, partnership, and interpersonal skills
- Strong adaptability to changing priorities in a fast-paced environment
- Demonstrated ability to develop strong trusting relationships in order to gain support and achieve results
- Skilled in facilitating alignment to different views of stakeholders across the business
- Proficient at creating and communicating a clear vision and effectively aligning resources and activities to achieve goals
- The ability to travel up to 10% of the time
Physical Requirements:
While performing the duties of this job, the employee is regularly required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, see, talk or hear in a standard office environment and independently from remote locations. Employee must occasionally lift and/or move up to 20 pounds. Ability to travel by car or airplane independently up to 10% of the time and work after hours if required by travel schedule or business issues.
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.
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 talentacquisition@acadia-pharm.com 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.