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
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 an OE Lead, at Gilead you will...
Job Overview
The OE Lead – Business Transformation, will focus on enabling work and workforce transformation by embedding directly into high‑impact, business‑led initiatives. Reporting to the Global Head of Organizational Effectiveness, the role is one of several that will apply and help evolve OE approaches in real time, using active AI Use Cases to inform how organizations, roles, and ways of working adapt as new capabilities are identified and introduced.
This role works at the intersection of technology, business, and people, embedding within priority AI use cases to drive organizational transformation, adoption, and workforce readiness. The OE Lead will partner with AI Product Owners, the AI CoE, business leaders, and HRBPs to ensure operating model, workforce, and change implications are addressed early and integrated into delivery to unlock measurable business value.
As part of the broader OE team, this role contributes to helping the organization anticipate evolving roles, skills, and ways of working, and supports the development of repeatable, scalable approaches that enable learning, reuse, and consistent execution across AI‑enabled and future enterprise ways of working.
While this role is currently focused on AI transformation, it is designed to flex over time to support other critical enterprise transformation priorities if business needs evolve.
This position is based in Foster City, CA. It requires working on campus three days per week during core collaboration days (Tuesday, Wednesday, Thursday).
Key Responsibilities:
Embed Transformation, Change, and Readiness Within Priority AI Use Cases
Embed within select enterprise priority AI use cases from inception through scaling, partnering with AI Product Owners, the AI CoE, HRBPs, HR COEs, and business leaders.
Lead change management and workforce readiness efforts for assigned use cases, supporting adoption, role clarity, leadership alignment, and sustained behavior change.
Ensure organizational, workforce, operating model, and adoption considerations are integrated into solution design and delivery, not treated as downstream activities.
Enable Organizational Change for AI‑Enabled Workflows
Partner with business leaders, process owners, the AI CoE, and HR partners (HRBPs, Org Design, Total Rewards, Talent, etc.) to identify and address organizational implications of AI‑enabled workflows.
Support organization design and operating model considerations, including impacts to roles, decision rights, ways of working, and collaboration models, in partnership with Use Case teams, HRBPs, relevant HR COEs.
Enable workforce readiness and role evolution required to operationalize AI capabilities, without owning end‑to‑end process redesign.
Contribute to Repeatable and Scalable Transformation Approaches
Collaborate with OE peers to design and refine repeatable frameworks, criteria, and playbooks that guide when and how OE support is embedded in AI initiatives.
Apply scalable methods to assess organizational readiness, workforce implications, and transformation requirements across use cases.
Contribute to the scaling architecture (standards, tools, governance, and communities of practice) that enables consistent execution across priority initiatives.
Act as an Enterprise Connector and Steward of Quality
Promote consistency, quality, and enterprise alignment across supported use cases.
Serve as a connector between local use case teams and central OE and HR partners, translating insights into coordinated action on change, workforce, and operating model implications.
Share insights and lessons learned that accelerate enterprise learning, reuse, and continuous improvement of OE and change practices.
Knowledge, Experience, and Skills
Bachelor's degree in Organizational Development, Business Administration, HR or related field preferred, with 12+ years of experience in OE, OD, Management Consulting, Workforce Transformation, HR, or Business Strategy or master's degree in the above with 10+ years of relevant experience.
Proven experience leading complex transformation initiatives in a global organization, including organizational change, workforce readiness, and organization design / operating model evolution. Experience supporting digital or AI transformation initiatives preferred.
Strong expertise in change management, including defining change strategies, diagnosing adoption risks, and enabling sustained behavior change; Prosci certification preferred.
Demonstrated ability to partner with senior leaders and cross‑functional teams, with strong facilitation, influencing, and communication skills.
Experience collaborating with HR Business Partners and HR COEs (e.g., Org Design, Talent, Total Rewards, Learning) to address organizational and workforce implications.
Strong analytical and systems‑thinking capability, including leveraging qualitative and quantitative data to generate insights, identify patterns across initiatives, and inform decisions.
Ability to prioritize competing demands, resolve complex issues, and operate effectively in ambiguous, fast‑paced environments.
Solid understanding of strategic and operational drivers of business performance, with the ability to translate strategy into practical organizational and change implications.
Proven ability to lead through influence rather than authority, supported by strong analytical and systems‑thinking skills.
Behaviors and Capabilities
Demonstrate Gilead’s core values.
Influence - the ability to collaborate with colleagues and ensure they understand the vision, mission, and execution to support the business objective. Work well with peers and stakeholders and ability to influence without direct authority.
Strong teamwork and facilitation – effective at being a member of teams. Listen actively and respond constructively to the needs and views of others.
Delivery – gets the job done, in accordance with Gilead core values. Understands and exhibits a sense of urgency on critical time-dependent issues.
Strong resilience to navigate, lead and coach during change and ambiguity.
Demonstrates the ability to prioritize and is persistent to achieve the business objectives.
Proactive, Solution Oriented, Positive attitude and a customer-centric approach.
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.