Director, Compensation Business Partner - Foster City, CA

Job Description

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 a Director, Total Rewards at Gilead you will ...

The Director, Total Rewards (Compensation Business Partner) is a client-facing compensation partner for Gilead’s US Commercial organization and Corporate Functions organizations (e.g. Finance, IT, HR, Legal). This high-profile role will be advising a range of business and HR stakeholders, including CEO direct reports, their leadership teams, and their HR partners, on initiatives that will help the company to achieve its growth targets, primarily through the attraction, engagement and retention of talent. In this role, you will be a key member of the Compensation team who provides input to the design and development of programs and leads the implementation of programs and processes within your client groups. As the internal compensation partner, it is critical that you understand the priorities and challenges of the leaders to be able to provide the appropriate total rewards expertise needed to deliver business results. This individual is expected to be able to actively negotiate and influence outcomes that support the corporate compensation and people philosophy as well as the functional objectives/priorities. The successful candidate will have a strong compensation foundation and demonstrated track record of managing programs and processes within a client group, as well as evidence of solving complex problems through the successful implementation of key initiatives.

Key Responsibilities:

• Partner with HR Business Partners to provide comprehensive counsel on all compensation programs and processes, including strategic hires, top talent retention, job leveling and annual planning cycles.

• Partner with and provide ongoing support to HR stakeholders, particularly HR Business Partners and Talent Acquisition, to ensure a consistent employee experience, aligned with our compensation and people philosophies.

• Develop an in-depth understanding/knowledge of the organization and relevant market data to assess overall compensation market position for assigned business groups and proactively guide clients on addressing issues.

• Lead the implementation of Total Rewards processes and projects within respective client groups in conjunction with the broader Total Rewards team. Ensure client understanding and engagement, with deliverables achieved in a timely and effective manner.

• Represent the needs and issues of clients to inform the design and implementation of compensation programs and processes.

Basic Qualifications:

Bachelor's degree and 12+ years of relevant experience

OR

Masters' degree and 10+ years of relevant experience

Preferred Qualifications:

• Demonstrated experience interacting with and advising senior executives at the CEO direct report level as well as with their leadership teams

• Biopharma or Pharmaceutical experience preferred

• Excellent knowledge of MS Office (particularly Excel) and HCM software (Workday highly preferred)

• CCP/GRP certification or course completion desired

• Demonstrated compensation background in the following areas: job architecture, base salary, variable pay, performance management, job evaluation, data analysis, research and cost modeling

• Excellent analytical, problem solving, written and verbal communication skills

• Able to effectively communicate data-driven results and recommendations to senior leaders

• Ability to make sound decisions using a solid understanding of compensation principles in conjunction with strong analytical skills

• Team player who can easily handle shifting priorities, multi-tasking in a deadline-oriented environment

• Strong collaboration and customer service skills

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: $226,185.00 - $292,710.00. 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:

* 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 View email address on gilead.yello.co for assistance.

For more information about equal employment opportunity protections, please view the 'Know Your Rights' poster.

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.