Director, Benefits

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 on average three days per week.

Position Summary

In this role, you’ll lead the strategy, design, governance, and execution of Acadia’s U.S., Canada, and select global benefits, leave, retirement, wellness, and relocation programs. The role plays a key part in ensuring that all programs are competitive, compliant, financially sustainable, and aligned with Acadia’s talent and culture strategy, while delivering a high‑quality employee experience. You’ll partner closely with People Business Partners (“PBPs”), HRIS, Payroll, Legal, Finance, Talent Acquisition, and external vendors to ensure operational excellence, regulatory compliance, and continuous improvement across the employee lifecycle.

Benefits Strategy & Program Design

• Lead the strategic design, evaluation, and evolution of U.S. and Canada health & welfare, retirement, wellness, leave, and relocation programs to support talent attraction, retention, and engagement
• Ensure benefit offerings remain competitive, compliant, cost‑effective, and aligned with company values and business priorities
• Contribute to the long‑term People & Performance roadmap, including systems, vendor strategy, and program scalability

Benefits Operations & Administration

• Oversee day‑to‑day administration and vendor management for:
  • Health and welfare plans
  • 401(k) and Canada RRSP plans
  • Leaves of absence and disability programs
  • COBRA administration
  • Wellness initiatives and funding
  • Relocation program administration
• Ensure accurate enrollment, eligibility management, premium deductions, vendor billings, and reconciliations
• Own and optimize the Benefits Enrollment via HRIS, ensuring data integrity, testing, reporting accuracy, and positive end‑user experience
• Partner with HRIS, Payroll, and vendors to ensure seamless integrations across systems and processes

Compliance & Risk Management

• Ensure compliance with all applicable U.S. Federal, State, Local, and Canadian health, welfare, leave, and retirement regulations
• Oversee timely completion of all required filings and reporting, including but not limited to:
  • Form 5500 filings
  • ACA reporting
  • PCORI
  • State required filings
  • Required employee notices and disclosures
• Maintain all plan documentation (plan documents, amendments, SPDs) and ensure ERISA and statutory compliance
• Serve as a key partner to Legal on benefits‑related compliance, risk, and audit matters

Leave of Absence, ADA & Employee Support

• Provide strategic oversight of all leave of absence programs (U.S. and Canada), ensuring compliance with statutory requirements and Acadia policy
• Administer and ensure compliance with the ADA interactive process; partner with managers, People Business Partners, Legal, and leadership on accommodation decisions
• Oversee the Acadia Parental Leave Pay (PLP) program, including employee guidance, payroll coordination, and payment accuracy
• Serve as a subject‑matter expert for escalated employee, manager, and PBP inquiries related to benefits, leaves, and accommodations

Wellness & Financial Well‑Being

• Partner with internal and external stakeholders to design and implement wellness and well‑being programs that support physical, mental, and financial health
• Manage the annual Cigna Wellness Fund, including budgeting, governance, and utilization reporting
• Collaborate with Finance and vendors on cost tracking, trend analysis, and long‑term benefit cost projections

Communication & Change Enablement

• Lead the development of clear, engaging, and compliant employee communications related to benefits, open enrollment, and program changes
• Partner with vendors and the Engagement Team to deliver multi‑channel communications and education
• Oversee benefits content in new hire orientation, benefits websites, and internal communication platforms

Required Qualifications

Education, Experience & Skills

• Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)
• Minimum 10 years of progressive benefits experience, including 5–6 years in a leadership or management capacity
• Strong experience administering and governing:
  • Health & welfare programs
  • 401(k) and/or retirement plans
  • Leaves of absence and disability programs
  • ACA and government reporting requirements

Preferred Qualifications

• Experience in biotech, pharmaceutical, or high‑growth technology environments
• International and multi‑country benefits experience
• Deep knowledge of California and multi‑state leave regulations
• Demonstrated ability to partner with executive leaders and navigate complex employee relations issues

Core Skills

• Strategic thinking paired with strong operational execution
• Vendor and systems management expertise
• Financial and analytical acumen related to benefit costs and trends
• Exceptional collaboration, judgment, and discretion with sensitive matters
• Strong communication and change management capabilities
• Proficiency with Microsoft Office and enterprise HR systems
• Oversees the strategic design, development, and implementation of U.S and Global health and welfare plan program and modification, as necessary, to ensure benefit plans are competitive, compliant, and meet service level standards

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.

Salary Range

$177,600—$222,000 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 View email address on click.appcast.io‑pharm.com or View phone number on click.appcast.io.

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.