At Gilead our pursuit of a healthier world for all people has yielded a cure for hepatitis C, revolutionary improvements in HIV treatment and prevention as well as advancements in therapies for viral and inflammatory diseases and certain cancers.

We set and achieve bold ambitions in our fight against the world’s most devastating diseases, united in our commitment to confronting the largest public health challenges of our day and improving the lives of patients for generations to come. As a Director, Employee Relations, at Gilead you will...

About the Role

ER is a global center of excellence in the HR Strategy & Operations organization.  Our vision is to ensure all employees are treated fairly and with respect and we do this by helping the organization navigate complex people issues in a way that is fair, consistent, and compliant.  Reporting to the Head of Employee Relations (ER) Americas, Americas ER Partners are responsible for providing core ER support to assigned business functions.  They review and approve the basis of all company-initiated separations and support the processes that often lead to them, e.g. by conducting internal investigations and managing the disciplinary process, providing late-stage performance improvement support, supporting reorganizations and redundancies, and reviewing and approving severance eligibility.  They also partner with HR and business leaders to use data to share insights and trends, deliver relevant training as needed, support strategic initiatives and special projects, and update, maintain, and interpret ER policies and related knowledge articles. ER Partners are complimented by specialized HR Compliance and Investigations sub-teams, which are situated within the broader Employee Relations organization.

The team and role are based in Foster City, California, where the company is headquartered.   

Essential Duties & Job Functions

Knowledge & Judgment

• Provides subject matter expertise on a broad range of ER issues, including performance management, investigations, high risk disciplinary actions and terminations, re-organizations, complex leaves of absence and disability accommodations issues, and HR policies and practices, among others.

• Contributes to continued development, scaling, and stabilization of ER’s core service catalog, including but not limited to, prioritizing efforts to improve internal processes, develop knowledge articles and training, leverage data and metrics to make better informed decisions, and enhance the employee experience.  

• Consistently exercises sound judgment and earns the trust and confidence of key internal clients and stakeholders when advising HR and business leaders on ER matters. 

• Simplifies complexity by considering multiple factors and providing clear recommendations that are attuned to, and understood by, a particular audience.

• Confident and comfortable navigating ambiguity and confronting adaptive challenges through an open-minded, creative, and inquiry-based approach.  Develop solutions to problems of unusual complexity which require a high degree of ingenuity, creativity, and innovativeness.  Challenges are frequently unique and solutions may serve as precedent for future decisions which affect the entire organization.

• Provides guidance to HR Business Partners, Business Managers and Senior Management on managing Gilead's employment risk. 

• Responds to and investigates complaints involving complex employment matters under guidance and supervision from senior ER leadership and Legal. Assists in the preparation of investigation summaries which includes factual findings and conclusions.

• Advises on business change including acquisitions/people integration, restructurings and reorganizations.

Teamwork

• Works continuously under consultative direction toward long-range goals and objectives that have a significant impact on the organization.

• Assignments are often self-initiated with no direct supervision.

• Understands the roles and responsibilities of, and collaborate well with, teams across functions, departments, and geographies.  Triages and redirects issues to the appropriate team.

• Conducts regular meetings with key stakeholders in HR and the business.  Drives alignment by seeking input from cross-functional clients and exercising persuasion and influence where appropriate.

• Builds and maintains strong relationships with other members of the HR team, the Legal team, and other internal clients.

Basic Qualifications:

• Bachelor's degree required.  Advanced degree desired and can be substituted for 2 years of experience.  PHR/SPHR or AWI certification a plus.

• Minimum of 12 years of relevant work experience with 2 years directly managing complex employee relations issues, preferably in a global biopharma company within a centralized ER model.

Preferred Qualifications:

• Previous HR Business Partner, ER Partner, employment law experience a plus.

• Excellent verbal and written communication and presentation skills, including strong PowerPoint skills.

• Proficient with ER case management systems, and experience interpreting, and summarizing relevant data for relevant audiences (e.g. HR leaders, business leaders, employees at large).  Experience using ServiceNow or equivalent case management system a plus. 

• Comfortable solving novel or adaptive challenges.

• Broad knowledge of HR principles, practices, and procedures in the US and California. Experience supporting Canada and/ or LATAM countries a plus.

• Requires solid working knowledge and understanding of Human Resources legislation / employment law, principles, policies, and procedures.

• Ability to exercise good judgment and provide strategic advice.

• Ability to effectively interact with employees at all levels of the Company and manage internal stakeholders.

• Excellent teamwork and interpersonal communication skills are required.

• Must possess solid interpersonal and influencing skills.

• Work is performed without appreciable direction. Exercises some latitude in determining objectives and approaches to assignment.

• Ability to bring insight into the team / business in a multi-cultural and multi-location environment.

• Ability to manage a high volume of work.  

• Able to make quick, sound decisions based on knowledge and judgment.

• Resilient and adept at managing priorities and creating clarity for others.

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.