US People Partner Leader (Associate Director)

About the Company

Gilead Sciences, Inc. is a global research-based biopharmaceutical company founded in 1987 and headquartered in Foster City, California. Together we deliver life-saving therapies to patients in need. With the commitment and drive you bring to the workplace every day, you will be part of a team that is changing the world and helping millions of people live healthier, more fulfilling lives. Our worldwide staff is a close community where you can see the tangible results of your contributions, where every individual matters, and everyone has a chance to enhance their skills through ongoing development. Our scientific focus has resulted in marketed products that are benefiting hundreds of thousands of people, a pipeline of late-stage drug candidates, and unmatched patient access programs to ensure medications are available to those who could otherwise not afford them. By joining Gilead, you will further our mission to address unmet medical needs and improve life by advancing the care of patients with life-threatening diseases.

About the Role

Gilead HR is undergoing an exciting period of transformation. Work is underway to modernize our employee experience, streamline our existing processes, and align our service delivery on a global scale while retaining the ability to provide personalized support during the moments that matter to employees. This is an exceptional opportunity to lead and launch a new, regional team of People Partners (Associate Director) supporting the US, shape and influence how the company provides HR support at scale, and drive excellence and innovation in HR.

Key Competencies:

• Leadership: Ability to influence and advise at all levels.

• Adaptability: Capable of navigating change and working effectively in dynamic environments.

• Problem-Solving: Adept at identifying HR-related issues and developing solutions.

• Collaboration: Works well across HR teams and partners

• Empathy: Demonstrates understanding and care when working with employees.

• Creator: Comfortable with ambiguity taking responsibility to build new ways of working

Job Summary:

The US Regional People Partner Leader plays a pivotal player/coach role in leading a team of regional People Partners while acting as a partner to the business. This role combines overseeing day-to-day for new US People Partner operations team and guiding strategic HR initiatives that support business growth and employee engagement. The Team Leader will ensure the People Partner team drives results through advanced case management, policy, and compliance support, while providing deep business insight to balance employee needs and organizational goals. This leader will mentor the team, oversee complex cases, and ensure that HR strategies are aligned with business objectives.

Key Responsibilities

Leadership & Team Management:

• Lead, mentor, and develop a team of People Partners, ensuring they provide effective HR support across the business.

• Ensure the team delivers high-quality case management, employee relations, and HR advisory services, balancing consistency with flexibility based on business context.

• Provide training and development opportunities for the People Partner team to improve skills and ensure knowledge of the latest HR trends, policies, and legal requirements.

• Manage team performance by setting clear goals, monitoring progress, and offering regular feedback.

Knowledge & Expertise:

• To help build and scale the regional People Partner organization, guide and support their team, and deliver people partner support directly, the US Regional People Partner Leader should possess knowledge and expertise in the following areas:

Employee Relations Support:

• Advise on, and help resolve, complex people issues, interpersonal conflicts, and concerns. Partner with, and escalate to, Employee Relations where appropriate.

• Mediate and help resolve interpersonal conflicts and misunderstandings.

• Conduct intake interviews with complainants and triage to the appropriate team depending on the issues raised. Lightly investigate concerns that, if true, would likely result in coaching and document findings and outcomes.

• Support, and ensure compliance with, corporate disciplinary action processes.

• Support time and attendance issues, including long term leave situations and unscheduled absences, along with any related performance or disciplinary actions.

• Ensure compliance with company policies, labor laws, and regulations.

Performance Management:

• Ability to guide managers through the performance review process, providing coaching and advice on setting goals, offering feedback, and managing underperformance.

• Support the development and implementation of improvement goals and performance improvement plans (PIPs).

HR Operational Collaboration:

• Partner on organizational changes, restructuring, and mergers.

• Help manage the human impact of change, including communication, engagement, and transition planning.

• Collaborate with business to understand their goals and provide tailored HR strategies that support their objectives.

• Facilitate conversations around HR metrics (e.g., turnover rates, employee satisfaction) and make recommendations for enterprise-wide improvements.

Policy & Compliance:

• Support efforts to update and revise HR policies in alignment with organizational culture and business needs, while remaining compliant with federal, state, and international regulations.

• Partner with Employee Relations and HR Compliance to monitor and support compliance with laws and regulations and any government mandated reporting, ensuring the organization stays ahead of legal and regulatory changes.

• Serve as the sponsor for HR compliance matters for the business, advising on how policies can impact business operations and mitigate risk.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or complimentary field.

• 10+ years of progressive HR experience, with at least 7+ years performing in a like People Partner role.

• Led large diverse global team with experience forming new teams and developing talent

• Strong knowledge of HR practices, employment laws, and compliance requirements.

• Proven experience in handling employee relations, talent management, and change management.

• Exceptional interpersonal, communication, and problem-solving skills.

• Ability to work strategically and operationally, leveraging intended processes but taking a hands-on approach when necessary.

• Experience working with case management systems (e.g. ServiceNow) and HR analytics

• Certifications like SHRM-CP, SHRM-SCP, or PHR are a plus.