Associate Director, Talent Acquisition – US Core Recruiting Lead

仕事内容

Reporting to the Sr Director, Global Core Talent Acquisition, the Associate Director, Talent Acquisition – US Core Recruiting Lead is responsible for leading a defined portion of the US high‑volume recruiting organization, ensuring consistent, high‑quality delivery across multiple job types, functions, and business partners.

This role is a hands‑on people leader and delivery owner, accountable for translating the broader Volume Recruiting strategy into day‑to‑day execution. The Associate Director leads recruiters supporting approximately half of the US volume hiring demand and is responsible for creating the structure, clarity, and operating discipline that enables the recruiters to deliver high‑volume, full‑cycle recruiting effectively and consistently.

Partnering closely with HR Shared Services (HRSS), business leaders, and cross‑functional TA partners, this role drives hiring outcomes while advancing diversity, efficiency, and candidate experience. The Associate Director plays a critical role in operationalizing the Volume Recruiting model and supporting the ongoing transition to capability‑aligned, full‑cycle recruiting within Gilead’s evolving HR Operating Model.

This role may be performed remotely; however, candidates and employees who reside within a 50-mile radius of a Gilead office will be expected to work onsite in accordance with the company’s hybrid work policy, regardless of current work arrangement.

Gilead Office Locations: Foster City, CA; Santa Monica, CA; El Segundo, CA; La Verne, CA; San Dimas, CA; Oceanside, CA; Parsippany, NJ; Frederick, MD; Raleigh, NC

The Role

Responsibilities include, but are not limited to:

• Lead and manage a high‑volume recruiting team supporting roles across multiple US functions, ensuring delivery against hiring plans, service levels, and quality expectations

• Own execution for a defined portion of the US volume hiring portfolio, balancing near‑term delivery with continuous improvement

• Set clear expectations, priorities, and operating rhythms for recruiters, ensuring consistent execution of full‑cycle recruiting in a fast‑paced, high‑volume environment

• Ensure recruiters are effectively enabled to manage high requisition volumes through thoughtful capacity planning, workload distribution, and job type clustering

• Drive adoption of the Volume Recruiting operating model, including full‑cycle recruiting, standardized ways of working, and consistent use of recruiting tools and processes

• Translate business demand and TA strategy into clear, actionable guidance for recruiters, reducing friction and increasing speed, quality, and consistency of hiring outcomes

• Partner closely with the broader TA organization to implement transformation initiatives, new processes, and capability changes

• Serve as a primary TA point of contact for assigned US business leaders and HR partners, providing clear guidance, insights, and recruiting partnership

• Hold recruiters accountable for delivery, candidate experience, and inclusive hiring outcomes, while providing coaching and support through periods of change and ambiguity

• Lead, coach, and develop recruiters with a focus on performance, flexibility, and growth mindset, enabling them to flex across job types and shifting business needs

• Champion inclusive recruiting practices and partner with Diversity Sourcing and Inclusion & Diversity teams to drive diverse candidate slates and hiring outcomes

• Support early talent and intern conversion hiring as part of the volume recruiting portfolio, in partnership with Early Talent leadership

• Partner with HRSS, Recruitment Coordinators, and People Technology teams to ensure smooth execution of recruiting operations and candidate lifecycle activities

• Monitor recruiting metrics, capacity, and workload distribution, proactively identifying risks, dependencies, and opportunities

• Identify process inefficiencies and partner with TA leadership to test and implement improvements that enhance recruiter effectiveness and candidate experience

• Act as a role model for enterprise mindset, collaboration, and accountability while maintaining a strong focus on delivery, team engagement, and talent outcomes

Basic Qualifications

• Bachelor’s degree with 10+ years of recruiting experience, including people leadership experience at scale, OR

• Master’s degree with 8+ years of recruiting experience, including people leadership experience at scale

Preferred Qualifications

• 5+ years of experience leading recruiting teams in a high‑volume, fast‑paced environment, ideally within life sciences, healthcare, or biotech

• Demonstrated success leading teams in remote, hybrid, or geographically dispersed models

• Strong people leader with experience coaching, developing, and retaining recruiters through change

• Experience operating within a matrixed organization and partnering closely with HR, business leaders, and shared services

• Proven commitment to diversity recruiting and inclusive hiring practices, with demonstrated results

• Solid understanding of recruiting processes, metrics, capacity planning, and workload management

• Ability to translate strategy into clear execution plans for teams

• Comfortable working through ambiguity while maintaining delivery and team stability

• Strong communication skills with the ability to influence, build trust, and provide clear direction at multiple levels

• Demonstrates Gilead’s Leadership Commitments and core values in all actions

People Leader Accountabilities

• Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the way they manage their teams.

• Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and realize their purpose.

• Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem.