Director, Talent Management

At Gilead, we’re creating a healthier world for all people. For more than 35 years, we’ve tackled diseases such as HIV, viral hepatitis, COVID-19 and cancer – working relentlessly to develop therapies that help improve lives and to ensure access to these therapies across the globe. We continue to fight against the world’s biggest health challenges, and our mission requires collaboration, determination and a relentless drive to make a difference.
 

Every member of Gilead’s team plays a critical role in the discovery and development of life-changing scientific innovations. Our employees are our greatest asset as we work to achieve our bold ambitions, and we’re looking for the next wave of passionate and ambitious people ready to make a direct impact.
 

We believe every employee deserves a great leader. People Leaders are the cornerstone to the employee experience at Gilead and Kite. As a people leader now or in the future, you are the key driver in evolving our culture and creating an environment where every employee feels included, developed and empowered to fulfil their aspirations. Join Gilead and help create possible, together.

Job Description
 

Gilead's mission is to discover, develop, and deliver therapies that will improve the lives of patients with life-threatening illnesses

worldwide.

Director, Talent Management

About the role:

The Director, Talent Management will lead in developing tools and approaches to support our Talent Management strategy, specifically related to identification and assessment of both talent and the role and/ or capability needs for the future.

This role will work with the Talent, Development and Inclusion team, HR Business partners, People partners, HR Shared Services, and business leaders to develop innovative approaches, as well as clear discipline and practices to support talent development. The Director, Talent Management will partner in defining what we mean by talent and the role of talent in an AI-enabled workforce, inclusive ways to identify talent and targeted approaches to develop talent, depending on the segment. The role will also partner to ensure we are aligning Talent to Value and diagnosing key talent requirements across the business to inform development focus and opportunities. 

This role reports to the Global Head of Talent and Growth and is based in Foster City, California.

Responsibilities:

• Leads the team responsible for end-to-end yearly talent cycle with a focus on building a system and processes that enable high-performance, learning, growth, and engaged employees.
• Ensures the continuous improvement and innovation of talent systems, programs, and processes incorporating stakeholder feedback.
• Leads in the design, execution, and monitoring of the identification, assessment, and development approaches and solutions to improve the depth and capabilities of Gilead’s global talent.
• Manages the talent review, succession planning, and performance process from start-of-year goal setting to end-of-year conversations including the analysis of results and data.  Monitors the subsequent assessment and development activities that support the organization in developing an adequate pool of talent.
• Ensures approach to strengthens management’s ability to identify and assess talent and support development planning.
• Diagnoses critical needs across talent segments and develops innovative approaches to support accelerated development.
• Partners with HR Business Partners, and People Partners to embed Talent to Value practices and ensure oversight of Value Creating roles. Supports in identifying critical challenges to support and enable success in the role.
• Works across the Talent, Development and Inclusion COE to ensure talent identification, assessment and development practices are integrated and supported.
• Monitors the development of key talent and coordinates with HR Business Partners and People partners to have development plans in place and achieved while ensuring readiness for next likely assignment.
• Takes a key role in the coaching and development planning for key leadership talent.
• Partners with Talent Acquisition to ensure proactive planning and prioritization for pipelining where key gaps are identified in succession planning and/ or where key roles require.
• Continually monitors bench strength and ensures plans are in place to address gaps.

Expertise:

• 12+ years with BS/BA; 10+ Years with MS/MA or MBA
• Progressive experience in talent management and/or human capital experience people / leadership development (in either an HR internal role or HR consulting role working directly in Human Capital or Leadership/ talent management consulting)
• Experience advising and gui