Head of Global Benefits

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 Executive Director, Global Benefits & Wellbeing, at Gilead you will

Job Description

Reporting to the Vice President, Total Rewards and serving as a member of the Total Rewards Leadership Team, the Head of Global Benefits is accountable for the enterprise strategy, governance, design, delivery, and continuous improvement of Gilead’s global benefits and wellbeing portfolio.

This leader oversees a global team responsible for health and welfare, retirement and savings, financial wellbeing, leave and absence programs, wellbeing initiatives, and related employee experience programs across multiple countries. The role partners closely with Human Resources, Finance, Legal, Compliance, Procurement, Payroll, HR Shared Services, and business leaders to ensure programs align with business priorities, regulatory requirements, and employee needs.

Enterprise Strategy and Total Rewards Leadership

• Contribute to enterprise-wide Total Rewards strategy, governance, priorities, and operating practices as a member of the Total Rewards Leadership Team.
• Develop and execute a global benefits and wellbeing strategy aligned with business objectives, talent priorities, employee value proposition, and Total Rewards philosophy.
• Provide strategic guidance on workforce wellbeing, benefits investment priorities, employee experience, governance, and risk management.
• Partner with senior HR and business leaders to anticipate workforce needs and develop strategies that support attraction, retention, engagement, and productivity.

• Maintain an informed perspective on external market trends, regulatory developments, leading practices, and evolving workforce expectations, and incorporate relevant external insights into all benefits recommendations and strategic decisions.

Global Benefits and Wellbeing Leadership

• Lead the strategy, design, governance, implementation, communication, and continuous improvement of global benefits and wellbeing programs.
• Oversee health and welfare, retirement and savings, financial wellbeing, leave and time off, wellbeing, employee assistance, mobility, expatriate, and employee support programs.
• Ensure programs remain competitive, compliant, scalable, cost-effective, and aligned with business and employee needs.
• Establish a global benefits philosophy that balances enterprise consistency with local market and regulatory requirements.
• Partner with program leaders to deliver programs that support employee experience and effective resource stewardship.

Employee Experience and Engagement

• Enhance the global benefits and wellbeing experience by improving awareness, accessibility, and program utilization.
• Leverage workforce insights and employee feedback to inform priorities and program enhancements.
• Drive communication and engagement strategies that improve understanding and appreciation of available programs.
• Simplify processes and improve service delivery to enhance the employee experience.

Transformation and Operational Excellence

• Lead transformation initiatives that strengthen the partnership between the Benefits Center of Excellence and HR Shared Services.
• Establish governance, accountability, decision-making frameworks, and service ownership models.
• Drive operational excellence through process improvement, scalability, service quality, compliance, and measurable outcomes.
• Foster a culture of accountability, collaboration, innovation, and continuous improvement.

Analytics, Technology, and Innovation

• Leverage analytics, benchmarking, workforce insights, and vendor data to guide strategic decisions.
• Utilize data to evaluate program effectiveness, employee impact, financial outcomes, and organizational value.
• Identify opportunities to apply automation, digital capabilities, and emerging technologies to improve efficiency and employee experience.
• Translate emerging market innovations into practical and sustainable solutions.

Financial Stewardship and Vendor Management

• Oversee significant global benefits investments with a focus on sustainability, value creation, and responsible financial management.
• Manage strategic relationships with brokers, consultants, carriers, wellbeing providers, and other external partners.
• Establish vendor governance, performance expectations, service standards, and accountability measures.
• Partner with Finance, Procurement, Legal, Payroll, HR Shared Services, and regional stakeholders to manage investments and risk.

Compliance, Risk Management, and Transactions

• Ensure compliance with applicable laws, regulations, governance requirements, and internal policies.
• Manage legal, operational, financial, employee relations, and reputational risks associated with benefits programs.
• Lead benefits due diligence, integration planning, and harmonization activities related to mergers, acquisitions, divestitures, and other enterprise transactions.
• Support crisis management and employee assistance efforts where benefits and wellbeing resources are required.

Leadership and Talent Development

• Lead, develop, and inspire a high-performing global Benefits and Wellbeing team.
• Build organizational capability, leadership depth, and succession readiness.
• Foster an inclusive, accountable, and collaborative culture.
• Coach leaders to operate with strong business judgment, governance discipline, employee focus, and data-informed decision-making.

Bachelor’s degree and 16+ years of relevant Human Resources, Total Rewards, Benefits, or related experience;

OR

Master’s degree and 14+ years of relevant Human Resources, Total Rewards, Benefits, or related experience.

• Life Science/Pharma Global Benefit experience
• Experience in managing global mobility and expatriate programs.
• In-depth knowledge of Total Rewards and benefits practices within biotechnology, pharmaceutical, life sciences, or healthcare organizations.
• Experience leading large-scale operating model transformations and service delivery improvements.
• Experience leveraging analytics, automation, AI-enabled tools, and digital solutions to improve benefits operations and employee experience.
• Experience supporting mergers, acquisitions, divestitures, or other enterprise transactions.
• Experience leading globally distributed and remote teams.

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 [email protected] 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.