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.
Are you energized by leading high-impact HR initiatives that cut across functions, challenge the status quo, and drive meaningful results? Join our HR PMO team as a Project Manager focused on special projects that shape the future of how we work. This role is ideal for someone who excels at breaking down complex concepts, organizing complex work, and guiding cross-functional teams to deliver on strategic priorities.
What You’ll Do
Lead cross-functional HR initiatives from opportunity definition and scoping through execution, ensuring alignment, progress, and measurable outcomes.
Bring structure to ambiguous challenges by organizing work, designing project team structures, and clarifying roles and responsibilities.
Facilitate effective governance and decision-making across HR and business stakeholders in a matrixed environment.
Manage the HR project portfolio, driving discipline in prioritization, sequencing, resource allocation, and outcome measurement.
Serve as a connector and integrator, ensuring visibility, communication, and collaboration across HR domains (Talent, Rewards, Shared Services, Digital, etc.).
Partner with HR leaders and initiative sponsors to define success, structure work, and translate vision into delivery.
Prepare clear, compelling updates and insights for HR Leadership and executive audiences, synthesizing complex information into actionable recommendations.
Identify and resolve roadblocks, risks, and integration points across initiatives.
Promote consistency and scalability by standardizing how work is scoped, executed, and reported across the HR portfolio.
Drive closure and sustainability by documenting outputs, transitions, and key learnings from completed initiatives.
What You Bring
10+ years of relevant experience with a bachelor's degree or 8+ years of relevant experience and an MS/MBA.
Experience in project leadership, strategy execution, transformation, or HR consulting within a corporate environment.
Demonstrated experience leading cross-functional HR initiatives, with a strong ability to organize complex work and design effective project teams and governance.
Proven ability to influence without authority, engage stakeholders at all levels, and drive alignment in matrixed organizations.
Experience managing a portfolio of HR initiatives, with strong prioritization and outcome measurement skills.
Deep understanding of HR practices and operational improvement.
Strong consulting toolkit—problem framing, opportunity shaping, and effort structuring across varied HR topics.
Experience working across multiple HR domains (e.g., HRSS, Talent, Total Rewards, Ops, Tech).
Proficiency in project collaboration and planning tools (e.g., Smartsheet, Miro, Teams).
A collaborative, resourceful, and growth-oriented mindset that matches our team culture.
Why Join Gilead
Be a culture builder: You’ll help shape not just what we do—but how we do it, and how we show up as a team.
Lead from the center: Work across the HR function and beyond, influencing the moments that matter most.
High-impact portfolio: Take on meaningful initiatives that shape the future of work, leadership, and employee experience.
Work with a team that cares: We enable teams to do what they do best by driving to outcomes and integrating processes and teams across HR so that our programs and services deliver great employee experiences.
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.
For additional benefits information, visit:
https://www.gilead.com/careers/compensation-benefits-and-wellbeing
* Eligible employees may participate in benefit plans, subject to the terms and conditions of the applicable plans.
Gilead Sciences Inc. is committed to providing equal employment opportunities to all employees and applicants for employment, and is dedicated to fostering an inclusive work environment comprised of diverse perspectives, backgrounds, and experiences. Employment decisions regarding recruitment and selection will be made without discrimination based on race, color, religion, national origin, sex, age, sexual orientation, physical or mental disability, genetic information or characteristic, gender identity and expression, veteran status, or other non-job related characteristics or other prohibited grounds specified in applicable federal, state and local laws. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact ApplicantAccommodations@gilead.com for assistance.
For more information about equal employment opportunity protections, please view the 'Know Your Rights' poster.
NOTICE: EMPLOYEE POLYGRAPH PROTECTION ACT
YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT
Gilead Sciences will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, (c) consistent with the legal duty to furnish information; or (d) otherwise protected by law.
Our environment respects individual differences and recognizes each employee as an integral member of our company. Our workforce reflects these values and celebrates the individuals who make up our growing team.
Gilead provides a work environment free of harassment and prohibited conduct. We promote and support individual differences and diversity of thoughts and opinion.
Please apply via the Internal Career Opportunities portal in Workday.