OE Lead – Business Transformation

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

Job Overview

The Director, Organizational Effectiveness – Business Transformation plays a critical role in enabling large-scale enterprise transformation by embedding directly into high-impact, business-led initiatives. This role focuses on supporting the transition to SAP S/4HANA and the adoption of RISE (SAP’s cloud-based offering), while guiding the organization through the associated work and workforce transformation as legacy systems (e.g., Oracle) are sunset.

Reporting to the Global Head of Organizational Effectiveness, this role operates at the intersection of technology, business, and people , ensuring that organizational design, workforce readiness, and ways of working evolve alongside system and process transformation.

This position partners closely with ERP Product Owners, IT and Transformation leaders, business stakeholders, and HRBPs to proactively identify and address operating model, workforce, and change implications, integrating them into delivery to enable successful adoption and sustained business value.

While initially focused on ERP transformation, this role is designed to flex over time to support other critical enterprise transformation priorities.

Key Responsibilities

Embed Transformation Within ERP Initiatives

Embed within priority SAP S/4HANA and RISE implementation workstreams to ensure organizational, workforce, and behavioral implications are identified and addressed early

Partner with ERP Product Owners, IT, and business leaders to align transformation approach with delivery milestones

Ensure change, adoption, and readiness planning are integrated not downstream to drive business outcomes

Translate ERP Transformation into Work & Workforce Implications

Assess and define impacts of SAP adoption and Oracle sunset on:

Roles and responsibilities

Required skills and capabilities

Ways of working and decision rights

Partner with HRBPs and functional leaders to shape workforce plans, role evolution, and capability building strategies

Support forward-looking workforce insights to anticipate future-state needs

Shape Operating Model & Organizational Design

Advise on operating model implications of ERP-enabled processes and data standardization

Inform decisions on structure, governance, and integration across functions impacted by SAP

Help define what should be standardized vs. differentiated across the enterprise

Drive Adoption, Readiness, and Change Integration

Guide leaders and teams through ERP transformation by shaping practical, business-led change strategies

Ensure readiness across impacted populations, including leadership alignment, communication, and enablement

Partner with transformation and change teams to ensure consistency and effectiveness across workstreams

Act as an Enterprise Connector

Connect insights across ERP workstreams, functions, and geographies to identify patterns, risks, and opportunities

Surface systemic implications early and ensure alignment across stakeholders

Enable reuse of approaches, tools, and lessons learned to scale impact

Advance OE Approaches Through Transformation

Apply and evolve OE methodologies in real-time through hands-on transformation work

Contribute to building repeatable, scalable approaches for embedding OE into enterprise initiatives

Inform broader OE strategy through insights gained from ERP transformation

Qualifications & Experience

Master's degree in the related field with 10+ years of experience in organizational effectiveness, transformation, management consulting, or related fields OR a bachelor's degree with 12+ years of relevant experience.

Demonstrated experience supporting large-scale enterprise transformations (ERP preferred; SAP S/4HANA experience strongly valued)

Experience working at the intersection of business, technology, and people - translating technical change into organizational impact

Strong capabilities in org design, change leadership, workforce planning, and operating model development

Proven ability to influence senior leaders and work effectively in complex, matrixed environments

Experience partnering with HRBPs, business leaders, and technical teams to drive integrated outcomes

Key Capabilities

Enterprise Perspective – Sees connections across systems, functions, and the workforce

Embedded Consulting Mindset – Works within the business to shape outcomes vs. advising from the sidelines

Translation & Integration – Connects technology change to work, workforce, and organizational impact

Influence & Facilitation – Engages leaders to drive alignment and decisions

Adaptability – Operates effectively in ambiguity and evolving transformation environments

Role Context

This role is based in Foster City, CA, with an expectation of working onsite three days per week during core collaboration days.

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: $210,375.00 - $272,250.00. 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 ApplicantAccommodations@gilead.com for assistance.

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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.