Job Description

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 a

Director, Organizational Effectiveness , at Gilead you will ...

Job Overview

The Change Enablement & Transformation Lead (OE Director) is responsible for leading change management and enablement for high-impact transformation initiatives. This role partners with functional and business leadership to drive adoption of change strategies, support cultural transformation, and build organizational readiness for strategic priorities such as scaling AI, new operating models, or other critical organization initiatives. The Director will play a key role in embedding change management best practices, fostering collaboration, and enabling teams to adapt and thrive in a dynamic environment.

This position reports to the Global Head of Organization Effectiveness and is based in Foster City, CA. It requires working on campus three days per week during core collaboration days (Tuesday, Wednesday, Thursday).

Responsibilities:

Change Leadership

• Lead and support change enablement and strategy for major transformation initiatives within assigned business units or functions (e.g., culture shifts, digital transformation).

• Apply change management approaches (Prosci/ADKAR) for multi-functional programs and projects.

• Advise functional and business leaders on organizational readiness, risk identification, and interventions to support sustainable change.

Program Delivery & Integration

• Oversee planning and execution of change management activities for assigned cross-functional initiatives, ensuring integration with communications, training, and enablement.

• Build alignment and sponsorship within the organization to support adoption and achievement of strategic objectives.

• Translate program strategies into actionable change plans, focusing on stakeholder engagement, communications, and capability building.

Measurement & Continuous Improvement

• Track and report metrics to measure change effectiveness, adoption, and business outcomes for assigned projects; use insights to refine approaches.

• Support feedback loops and after-action reviews to improve change management practices within programs and initiatives supported.

Capability Building & Community Leadership

• Mentor change leads and project managers within assigned scope; share best practices and frameworks.

• Participate in the Enterprise Change Community of Practice to support cross-functional learning and organizational change maturity.

Culture & Leadership Enablement

• Support the integration of leadership commitments, corporate values, and cultural priorities into change strategies for assigned functions.

• Partner with Talent, Development & Inclusion to build HR and leadership capability for change within assigned business units or functions.

Enterprise Support & Strategic Projects / Programs

• Partners on high-value and complex programs/projects from inception through execution, ensuring alignment with organizational goals and leveraging OE practices, tools and capabilities to ensure outcomes. Works across Talent, Development and Inclusion to align capabilities and approaches to deliver projects or programs.

• Collaborates across the Talent, Development, and Inclusion and People Analytics teams to review OE metrics and analyze organizational health.

• Designs and implements metrics to support performance improvement or organizational health outcomes with a future-oriented mindset and simple, user-friendly approaches.

D omain Ownership & Capability Building

• Partners to embed OE capabilities in HR and the business. Brings expertise to develop frameworks, tools and approaches for use with diverse audiences.

• Play a key role in enabling HR capability development in selected domain areas (Org Design, Change Management / Leadership, Team Effectiveness, Culture)

• Act as a thought partner to senior leaders and HRBPs, providing insights, frameworks, and constructive challenges where needed.

• Help shape and embed a culture that supports business goals.

• Enable leaders to model desired behaviors and lead change effectively.

• Collaborate with OE Team to identify approach to prioritize, measure, and track OE initiatives ensuring tangible results.

Basic Qualifications:

Bachelor's Degree and Twelve Years' Experience

OR

Masters' Degree and Ten Years' Experience

Preferred Qualifications:

• Strong expertise in change management principles and methodologies (Prosci Certification is preferred).

• Experience working with senior leaders and cross functional teams. Exceptional verbal, written, and interpersonal communication skills with strong facilitation and influencing abilities.

• Ability to assess and prioritize conflicting business priorities, quickly resolve issues and address root causes while multi-tasking in a high-pressure environment.

• Deep understanding of strategic and operational drivers of business performance.

• Demonstrated ability to lead by influence outside of hierarchical structures and build strong, collaborative relationships within and outside of HR.

• Experience in the Pharmaceutical/Biotech industry preferred.

• Strong analytical skills, including utilizing data-driven approaches to develop insights, diagnose opportunities, and inform decision-making.

• Global experience, with a history of partnering with teams across geographies.

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.

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