Director Human Resources Business Partner

Please note that this position is based in Princeton, NJ OR San Diego, CA. Acadia's hybrid model requires this role to work in our office three days per week on average.

Position Summary:

For assigned business group(s), the Director, HRBP 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.

Primary Responsibilities:

• Establish and maintain effective relationships with business group leadership and employees.
• Ensure regular presence to build and enhance relationship with employees.
• Provides expert advice and counsel to assigned group leaders on organization and human resources issues.
• 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.
• 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.
• Consults with clients to understand training and development needs across their groups and partners in creating employee development plan.
• Works with business leaders to establish and drive employee engagement actions.
• Offers objective and balanced advice to leaders on business challenges and people implications, leadership effectiveness, culture, and alignment.
• Oversees annual performance and compensation planning for assigned group(s) to ensure alignment of total rewards to performance.
• 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.
• 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.
• Manages and resolves complex employee relations issues; conducts effective, thorough and objective investigations and closes out issues in an effective manner.
• Develops and implements appropriate change management plans as needed.
• Works effectively with the process owners for one or more sub-section HR process (i.e., Performance Management, Compensation Planning, Learning and Development, On Boarding Programs and Organizational Effectiveness).
• Participates in the design and management of company-wide compensation programs.
• 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. A minimum of 10 years' progressively responsible related experience with a minimum of 6 years in a leadership role. Prior experience as an HR Business Partner experience in Biotech or Pharma industry strongly preferred.
• Strategic thinking capability and "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.
• Familiarity with benefit program design and delivery.
• Strong adaptability to changing priorities in a fast-paced environment.
• Ability to influence mid-level and senior management.
• Effective conflict resolution skills.
• Prior experience working with teams across multiple geographies.
• Demonstrated ability to develop strong trusting relationships in order to gain support and achieve results; skilled in bringing alignment to different views of constituents 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 effectively aligning resources and activities to achieve functional area and/or organizational goals.
• Ability to travel up to 10% of the time, primarily domestic.

Scope:

Establishes strategic plans for designated function(s). Develops methods, techniques, and evaluation criteria for projects, programs, and people. Works on complex issues where analysis of situations or data requires an in-depth knowledge of functional area and related organizational objectives. Erroneous decisions will have a serious impact on the overall success of functional area and may impact the long term success of the Company.

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.

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