Sr Director, Inclusion & Diversity

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 Inclusion & Diversity, Senior Director Building an inclusive workforce is critical to enabling Gilead’s mission and will help us create a better, healthier world for all people. We are committed to building a culture that enables people to do their best work, and to a workforce that understands the diverse needs of the patients and communities we serve. At the same time, we recognize that we need to do more to accelerate our progress – for our people, for our business and for the world. As an Inclusion & Diversity, Senior Director, at Gilead you will... The Senior Director, Inclusion and Diversity (I&D) leads our Employee Resource Group (ERG) strategy, ensuring programs, initiatives, and metrics drive impact in areas of greatest importance. This role will direct the work of an I&D Specialist II, providing advice, counsel and collaboration on ERG operations and ensuring the ERG strategies are aligned to our HR and corporate strategy. As a thought leader, change agent and trusted partner, this role will collaborate across the ERGs, People & Culture Councils, Human Resources, Public Affairs, Legal, Commercial, and Executive Leadership to bring our I&D strategy and ERG priorities to life. They will provide leadership to our ERGs and ensure we communicate our I&D journey effectively both internally and externally. This leadership role requires a seasoned professional who operates with autonomy, anticipates and mitigates risks, and communicates with clarity and foresight.  They must have a proven ability to influence senior stakeholders, build trusted partnerships, drive organizational change and lead complex work from strategy through execution. They should foster an environment where employees feel valued and empowered to contribute their best. This role reports to the Global Head of Inclusion & Diversity and is based in Foster City, California.  At this time, relocation is not offered for this role. Key Responsibilities: ERG Strategy: Refresh and execute an enterprise ERG strategy that aligns capabilities, community insights, and lived experiences with Gilead’s business priorities. Partner with business leaders, Executive Sponsors, and ERG Chairs to co-create initiatives that strengthen employee experience, inform business decisions, deepen understanding of patients and communities, and deliver measurable outcomes. ERG Governance and Collaboration: Establish scalable governance, operating principles, and ways of working that focus ERG resources on high-impact priorities, strengthen accountability, and enable collaboration and best practice sharing to sustain impact. ERG Leadership and Succession Planning: Set and facilitate the agendas for ERG chair meetings and foster collaboration across ERG leaders, members and Executive Sponsors. Lead the ERG succession planning process in consultation with key stakeholder groups, building a strong pipeline of ERG leaders. I&D Thought Partnership: Provide recommendations to Executive Sponsors on I&D initiatives, best practices, and their role in championing I&D priorities.  Provide input into I&D Council meetings to equip leaders with actionable insights, foster continuous engagement, and drive accountability. I&D and ERG Communications: Partner with Public Affairs to translate ERG impact into compelling internal and external narratives that strengthen employee connection, corporate reputation, and understanding of Gilead’s commitment to the patients and communities it serves. I&D and ERG Events: Lead the strategy, planning, and execution of World Inclusion Day, partnering across the organization to deliver a global experience that engages employees, advances inclusion priorities, and drives measurable impact.  Lead the planning for the annual ERG Summit and advise on the ERG Year-End Awards process and celebration. Insight Generation: Use quantitative and qualitative data to assess ERG effectiveness, identify opportunities, and strengthen ERG strategy, program design, investment decisions, and business impact. Inclusive AI Strategy and Adoption: Provide an inclusion perspective on the development and adoption of AI-enabled tools and practices, in partnership with the Global Head of I&D and key stakeholders. Provide input on potential bias and accessibility barriers to help support an inclusive employee experience. Expertise: Leadership Experience: 15+ years of experience in inclusion, communications, HR business partnering, or a related field, with a proven track record of influencing senior leaders and mobilizing cross-functional teams to advance global strategies and outcomes. Industry Experience: Pharmaceutical or biotech industry strongly preferred. Analytical Expertise: Demonstrated ability to use data-informed approaches to develop insights, diagnose opportunities, inform decision making, and tell a compelling story. Business Acumen: Demonstrated understanding of strategic and operational drivers of business performance and ability to embed outcomes in business strategy and performance. AI Fluency: Demonstrated ability to use AI-enabled tools to synthesize insights, improve productivity, and strengthen strategies, programs, and communications. Leadership Capabilities: Builds inclusive relationships and influences stakeholders across a matrixed, global organization. Demonstrates learning agility by navigating ambiguity, adapting to change, and applying lessons learned to improve outcomes. Operates with autonomy, anticipates business needs, and drives work from strategy through execution. Seeks diverse perspectives and fosters an inclusive environment where employees feel valued and empowered to contribute, challenge assumptions, and thrive. Keeps patient and employee needs at the center of decisions, leveraging data and insights to understand organizational challenges, guide priorities, and translate broader I&D goals into inclusive strategies and practices. Demonstrates exceptional oral and written communication skills, simplifying complex concepts and integrating them into actionable strategies.  Produces concise, accurate, decision-ready materials and communicates recommendations with clarity and confidence. Proactively seeks and acts on feedback and provides constructive feedback to others, fostering a culture of continuous learning and development. Applies an inclusion lens to AI adoption by identifying potential bias and accessibility barriers.  Ensures AI-enabled approaches reflect diverse perspectives and support equitable employee experiences. Basic Qualifications: Bachelor's Degree and Fourteen Years' Experience OR Masters' Degree and Twelve Years' Experience OR PhD and Twelve Years' Experience People Leader Accountabilities: Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the