Senior Director, Human Resources Business Partner - Global Supply Chain, PDM

Gilead Sciences is a biopharmaceutical company that discovers, develops and commercializes innovative therapeutics in areas of unmet medical need. The company's mission is to advance the care of patients suffering from life-threatening diseases worldwide. Headquartered in Foster City, California, Gilead has operations in North America, Europe and Australia. We are committed to transforming the promise of science and technology into therapies that can make a meaningful different in patients’ lives. We are focused on advancing treatments for – and potentially curing – some of the world’s most difficult and complex illnesses and bringing these scientific innovations to people in need. A focus on areas of high unmet needs, including: HIV, HBV, HCV, Oncology, and Inflammatory diseases.

We are seeking a Senior Director, HR Business Partner - Global Supply Chain, PDM Product Leads and PDM Strategy & Operations Organizations to partner with the Global Supply Chain, PDM Product Leads and PDM Strategy & Operations organizations. Reporting to the Vice President (VP) of Human Resources for Pharmaceutical Development & Manufacturing (PDM), the Senior Director will be accountable for being Gilead’s lead HRBP for those organizations and will partner closely with the VPs of those orgs. S/he will partner with the cross-functional leadership team in setting the long-term people strategy, planning, and execution within the function. The Supply Chain Organization combined with the Product & Portfolio Strategy is ~300 employees and contractors. Both of these groups are being created in Gilead and will require significant organization design, talent identification/evaluation and change management capabilities. Beyond the functional responsibilities, the SD, HR will be a key member of the Global PDM HR Leadership Team.

Role Responsibilities:

• Acts as strategic partner and consultant to senior management, helping to shape and execute on client area integrated people and culture strategy

• Employs strong business acumen and ability to translate strategic priorities to identify functional people needs, assesses resourcing and organizational implications, and considers cross functional interdependencies

• Partners closely with business leaders to cultivate talent and strategies for building bench strength for business-critical roles and future based organizational capabilities

• Facilitates flawless execution, project & change management of annual people processes and programs, including delivery of HR Services involving talent acquisition, performance management, talent reviews, and compensation planning

• Is a champion of Inclusion & Diversity, with a passion for building a diverse and inclusive work culture and employee experience

• In partnership with Employee Relations and Employment Law functions, advises leaders and managers on employee matters, making or recommending appropriate pathways and/or decisions, which may be significantly complex

• Stays current on internal and external trends and peer/comparison group data to consult and share insights with business leaders in order to enable critical decisions and/or recommend leading-edge solutions related to talent engagement, attraction and retention

• Has a keen understanding of future state organizational needs and supports necessary transition from legacy to future process, practices and mindset

Knowledge, Experience and Skills:

• Proactive approach and professional judgment to self-initiate work with minimal need for specific direction

• Strong analytical capabilities, effective at diagnosing organizational issues and demonstrated skill in use and application of data in storytelling and solutioning

• Ability to balance strategic elevation with detail orientation and develop solutions to a wide range of highly complex problems

• Accustomed to working in a fast-changing and dynamic environment where accountability, change agility, urgency and responsiveness are valued

• Experience with organization design, change management

• Experience operating in a matrix environment, and history of building strong trust partnerships across HR Centers of Excellence, functional partners and at all levels of leadership

• Excellent consulting, influencing, change management and interpersonal communication skills

Basic Qualifications:

Bachelor's Degree and Fourteen Years’ Experience

OR

Masters' Degree and Twelve Years’ Experience

OR

PhD and Twelve Years’ Experience

Travel:

Minimal (up to 15%) domestic travel may be required

Preferred Qualifications:

• 14 years of relevant experience in HR and a BA or BS degree, preferably with an emphasis in HR or Business.