Director, People Technology (HR AI & Solutions Architect)

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
 

Gilead is seeking a Director, HR AI & Solutions Architect to lead the design and adoption of innovative, scalable solutions across the People Technology ecosystem. This role blends enterprise architecture, digital transformation, platform strategy, and people leadership, translating business priorities into reliable, automated, and user‑centered HR capabilities.

This leader will manage and mentor a team of 5 specialists, partner closely with HR and IT leaders, and shape how modern platforms - including Workday, ServiceNow, automation, and emerging technologies - are leveraged to improve employee experience, workforce effectiveness, and operational efficiency. Success in this role means evolving People Technology from reactive delivery to a scalable, well‑governed platform that delivers measurable business and employee impact.

Key Responsibilities:

• Act as the architect of the future HR technology ecosystem, shaping a multi‑year vision for modern and AI-enabled human‑centered HR

• Partner with HR leadership and key stakeholders to understand business priorities and translate them into a clear People Technology roadmap, identifying high‑impact use cases that improve productivity, data quality, and employee/manager experience

• Manage senior stakeholders across Talent Acquisition and Talent Management, ensuring their priorities are understood, aligned, and reflected in People Technology strategy, roadmap, and solution delivery

• Define the target‑state architecture for the HR technology ecosystem, ensuring solutions are scalable, secure, and aligned with how work happens

• Own the end‑to‑end solution and automation architecture, including data inputs, integrations, deployment, monitoring, and lifecycle management

• Stay ahead of emerging AI and HR technology, automation, and digital workplace trends, recommending practical applications aligned to business outcomes

• Drive enterprise adoption of new HR technology capabilities, including change management, enablement, and value realization tracking

• Establish and enforce architecture standards, design patterns, and governance to ensure durable, maintainable solutions

• Partner with Data, IT, Security, Legal, and Privacy teams to ensure solutions meet security, privacy, and compliance requirements

• Lead, mentor, and develop a team of People Technology Solutions Architects, fostering a strong culture of ownership, innovation, and collaboration

• Serve as a bridge between HR, IT, and vendors, ensuring strong internal ownership and reducing over‑reliance on external partners

• Use pre‑ and post‑implementation analytics to measure adoption, effectiveness, and productivity gains

Basic Qualifications:

• Bachelor's degree and 12+ years of relevant experience; OR

• Masters' degree and 0+ years of relevant experience; OR

• PhD and 8+ years of relevant experience

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Preferred Qualifications:

• Degree in Computer Science, Information Systems, Engineering, Data Science, or related field (or equivalent experience)

• 8–12+ years of progressive experience in HR Technology / HRIS (Workday and/or comparable enterprise HR platforms), including end‑to‑end delivery (strategy → design → build → deploy → operate).

• Proven track record driving automation and digital workflow improvements across HR processes (process reengineering, workflow digitization, self‑service).

• Strong solution architecture skills across an HR ecosystem (e.g., Workday + ServiceNow HRSD + TA systems), including integration patterns, data flows, and system interoperability.

• Hands‑on experience identifying, prioritizing, and implementing AI  use cases that improve HR efficiency and employee experience, such as self‑service, workflow automation, knowledge management, and case deflection.

• Experience moving new technology capabilities from pilot to production, including operational considerations such as adoption, monitoring, performance, support, and measurable outcomes.

• Working knowledge of HR technology governance, including AI governance, privacy, compliance, ethical considerations, and partnership with security, legal, and data governance stakeholders.

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 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:

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.

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.

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.

For Current Gilead Employees and Contractors:

Please apply via the Internal Career Opportunities portal in Workday.