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
 

The Director, Contingent Workforce Strategy, Procurement & Program Operations is accountable for the enterprise strategy, category performance, governance, and operational effectiveness of Gilead's Contingent Workforce Program and related consulting and professional services categories.

The Director serves as a strategic thought partner to senior business leaders, translating workforce and business priorities into scalable category strategies, sourcing models, supplier solutions, and program capabilities.

This role owns enterprise outcomes across value realization, demand management, supplier performance, workforce risk, compliance, user experience, and operational effectiveness. The Director establishes the long-term vision and roadmap for the contingent workforce ecosystem, directs cross-functional governance and decision-making, and sponsors transformation initiatives that improve how Gilead engages, manages, and derives value from its external workforce.

Enterprise Scope & Decision Authority

• Own enterprise-wide performance and outcomes for the Contingent Workforce Program and assigned consulting and professional services categories.
• Establish the strategic direction, operating model, governance structure, decision rights, controls, performance measures, and escalation pathways for the program.
• Support cross-functional governance forums and provide recommendations on workforce channels, supplier models, rate strategies, program expansion, policy exceptions, and major operating-model decisions.
• Serve as the escalation point for material workforce, regulatory, financial, supplier, compliance, and operational risks.
• Represent Global Procurement in enterprise workforce planning, budgeting, external labor strategy, and operating discussions with senior leadership.

Strategic Business Partnering

• Serve as a strategic thought partner to senior executives on external workforce, category, supplier, risk, and commercial decisions.
• Build trusted relationships that position Procurement upstream in workforce planning, budgeting, demand shaping, and business decision-making.
• Translate business strategies, operating plans, and talent priorities into actionable procurement, category, supplier, and program strategies.
• Influence decisions through business acumen, market intelligence, workforce analytics, supplier insights, and clear recommendations.
• Anticipate potential roadblocks and align stakeholders around solutions that balance enterprise standards with business needs.

Category Strategy & Strategic Sourcing

• Develop and execute multi-year category strategies for Contingent Workforce and assigned consulting and professional services categories, aligned with enterprise priorities and projected demand.
• Own the category roadmap and opportunity pipeline across cost optimization, demand management, standardization, supplier consolidation, innovation, sustainability, inclusion, and risk mitigation.
• Set the commercial and negotiation strategy for complex, high-value, or high-risk sourcing initiatives, partnering with Sourcing and Legal to ensure effective execution and contracting.
• Provide executive direction and decision support for major supplier selections, renewals, negotiations, and operating-model changes.
• Apply supply-market intelligence and benchmarking to improve rate competitiveness, service quality, category resilience, and total cost of ownership.
• Ensure sourcing activity is aligned with approved category strategies, workforce policies, financial objectives, and enterprise risk requirements.

Contingent Workforce Strategy & Program Leadership

• Own the strategic and operational performance of Gilead's Contingent Workforce Program as a stable, scalable, compliant, and value-generating enterprise platform.
• Establish the long-term program vision and roadmap, including operating-model maturity, geographic expansion, service delivery, governance, controls, analytics, technology, and user experience.
• Partner with Human Resources and Finance to incorporate external workforce insights into enterprise workforce planning and total talent decisions.
• Establish frameworks for selecting the appropriate engagement channel across temporary labor, independent contractors, consulting and professional services, and managed services.
• Use workforce, spend, supplier, rate, tenure, demand, and compliance data to identify emerging risks and recommend enterprise interventions.
• Balance enterprise standards with country-specific legal, regulatory, tax, privacy, and operational requirements.
• Ensure effective demand management, program adoption, policy compliance, workforce classification, rate governance, tenure management, and user support.

Supplier & MSP Governance

• Define supplier segmentation, relationship strategies, performance expectations, and governance models for the MSP, staffing suppliers, consulting firms, and other strategic service providers.

• Establish the supplier-performance framework and hold partners accountable for contractual commitments, service levels, quality, compliance, innovation, user experience, and business outcomes.

• Lead executive business reviews and align internal leaders and suppliers on priorities, performance, risks, corrective actions, and improvement plans.

• Direct remediation and executive escalation when supplier or program performance does not meet expectations.

• Develop strategic supplier partnerships that improve access to talent, innovation, workforce agility, service quality, and enterprise value.

Financial Stewardship & Value Realization

• Own the multi-year value agenda for the Contingent Workforce Program and assigned categories, including savings, cost avoidance, demand management, productivity, service improvement, and risk-adjusted value.
• Partner with FP&A and business leaders to establish annual plans, forecasts, targets, investment priorities, and resource requirements.
• Identify structural cost opportunities through workforce-channel optimization, supplier consolidation, rate management, competitive sourcing, demand controls, and process simplification.
• Ensure benefits are clearly defined, validated, tracked, communicated, and sustained.
• Provide senior leadership with transparent reporting on spend, demand, financial performance, program health, risks, and value realization.

Technology, Analytics & Transformation

• Own the strategic roadmap for contingent workforce technology, data, analytics, automation, and user experience.
• Partner with Systems & Insights, IT, HR technology, Finance, Legal, Compliance, Privacy, and program partners to prioritize and deliver scalable capabilities.
• Establish data-quality, reporting, and control standards that provide trusted enterprise visibility into external workforce demand, cost, utilization, tenure, classification, supplier performance, and compliance.
• Use predictive and prescriptive insights to improve demand planning, rate management, supplier allocation, risk identification, and workforce decisions.
• Sponsor automation and operating-model improvements that simplify processes, strengthen controls, improve service, and increase program scalability.
• Lead stakeholder readiness, communications, change management, adoption, and benefit realization for major program enhancements.

Risk, Compliance & Controls

• Establish and maintain a risk-based control framework covering worker classification, co-employment, tenure, approved channels, supplier compliance, privacy, security, audit readiness, and applicable regulatory requirements.
• Partner with Legal, Compliance, Human Resources, Finance, Tax, Privacy, and regional stakeholders to identify, assess, mitigate, and monitor enterprise external-workforce risks.
• Define risk indicators, thresholds, exception processes, corrective actions, and escalation requirements.
• Ensure material issues are communicated promptly and supported by clear facts, options, recommendations, and ownership.
• Promote consistent policy application while enabling proportionate, documented decisions for legitimate business needs.

People Leadership & Organizational Effectiveness

• Lead, coach, and develop a high-performing team responsible for category management and Contingent Workforce Program operations, where applicable.
• Set clear goals, decision rights, performance expectations, development plans, and operating rhythms.
• Build succession, capability, and workforce plans aligned with the program's evolving needs.
• Lead a global network of internal team members, MSP resources, suppliers, and cross-functional partners through influence and matrixed accountability.
• Create an inclusive, accountable, collaborative, and continuous-improvement culture.
• Champion procurement transformation and contribute to capability building across the Global Procurement Organization.

Basic Qualifications:

Bachelor's Degree and Twelve Years' Experience 

OR 

Masters' Degree and Ten Years' Experience 

OR 

PhD and Eight Years' Experience

Preferred Qualifications:

• Significant experience in strategic sourcing, category management, procurement business partnering, contingent workforce, professional services procurement, or enterprise program management.
• Demonstrated success developing and executing enterprise-wide category or program strategies that deliver measurable business value.
• Experience leading complex, cross-functional initiatives in a global, highly matrixed organization.
• Proven ability to influence senior leaders and guide decisions involving cost, risk, compliance, suppliers, technology, and operating models.
• Experience leading strategic suppliers, MSPs, staffing partners, or outsourced service-delivery models.
• Strong financial, commercial, analytical, negotiation, change leadership, and executive communication capabilities.
• Experience establishing governance, performance measures, executive reporting, and escalation mechanisms.
• Demonstrated leadership of transformation, technology, process-improvement, or operating-model initiatives.
• Demonstrated people leadership and talent-development capability.
• Experience in biopharmaceuticals, life sciences, healthcare, or another highly regulated industry.
• Experience with contingent workforce ecosystems and technologies, including MSP, VMS, workforce analytics, and services procurement platforms.
• Working knowledge of worker classification, co-employment, tenure, privacy, compliance, and global external-workforce considerations.
• MBA or relevant professional certification in procurement, supply management, program management, or change management.
• Experience leading globally distributed teams and supplier ecosystems.

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. 

The salary range for this position is:

Bay Area: $210,375.00 - $272,250.00.

 

Other US Locations: $191,250.00 - $247,500.00.

Gilead considers a variety of factors when determining base compensation, including experience, qualifications, and geographic location. These considerations mean actual compensation will vary. This position may also be eligible for a discretionary annual bonus, discretionary stock-based long-term incentives (eligibility may vary based on role), paid time off, and a benefits package. Benefits include company-sponsored medical, dental, vision, and life insurance plans*.

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.

For jobs in the United States:

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.

For Current Gilead Employees and Contractors:

Please apply via the Internal Career Opportunities portal in Workday.