Description
About the Role
Gilead HR is undergoing an exciting period of transformation. Work is underway to modernize our employee experience, streamline our existing processes, and align our service delivery on a global scale while retaining the ability to provide personalized support during the moments that matter to employees. This is an exceptional opportunity to joina new team of People Partners supporting Europe, the Middle East, and Africa(EMEA) and contribute towards efforts to scale the People Partner function as part of a tiered HR delivery model.
This role will report to the EMEA People Partner Leader and will be co-located in Stockley Park, UK, with a team of EMEA People Partners. The EMEA People Partner Leader will report to the Global People Partner Leader, who will report to the Global Head of HR Shared Services, both of whom will be based at the company’s headquarters in Foster City, California (US).
Essential Functions
Key Competencies:
1. Adaptability: Capable of navigating change and working effectively in dynamic environments.
2. Problem-Solving: Adept at identifying HR-related issues and developing solutions.
3. Collaboration: Works well across HR teams and partners
4. Empathy: Demonstrates understanding and care when working with employees.
5. Creator: Comfortable with ambiguity taking responsibility to build new ways of working
Job Summary:
The People Partner serves as a key liaison between HR and various businesses/affiliates. This role is responsible for driving HR strategies, fostering employee engagement, and contributing to a positive work environment that aligns with organizational objectives. The People Partner will work closely with employees to ensure that HR processes are effectively supporting the company’s culture and growth initiatives.
Key Responsibilities
Employee RelationsSupport:
6. Advise on, and help resolve,complex peopleissues, interpersonal conflicts, and concerns. Partner with, and escalate to, Employee Relations where appropriate.
7. Mediate and help resolve interpersonal conflicts and misunderstandings.
8. Conduct intake interviews with complainants and triage to the appropriate team depending on the issues raised. Independently investigate concerns that, if true, would likely result in coaching and document findings and outcomes. For more serious issues, conduct investigations at the direction of Employee Relations and/or Legal.
9. Support, and ensure compliance with, corporate disciplinary action processes.
10. Support time and attendance issues, including long term leave situations and unscheduled absences, along with any related performance or disciplinary actions.
11. Ensure compliance with company policies, labor laws, internal rules documents where applicable and other relevant regulations.
12. Assist Employee Relations and/or Legal by providing local support for complex people issues, including but not limited, supporting Works Council activities.
Performance Management:
13. Ability to guide managers through the performance review process, providing coaching and advice on setting goals, offering feedback, and managing underperformance.
14. Support the development and implementation of improvement goals and performance improvement plans (PIPs).
HR Operational Collaboration:
15. Partner on organizational changes, restructuring, and mergers.
16. Help manage the human impact of change, including communication, engagement, and transition planning.
17. Collaborate with business to understand their goals and provide tailored HR strategies that support their objectives.
18. Facilitate conversations around HR metrics (e.g., turnover rates, employee satisfaction) and make recommendations for enterprise-wide improvements.
19. Be a partner to our HRSS teams on occupational health matters.
Policy & Compliance:
20. Support efforts to update and revise HR policies in alignment with organizational culture and business needs, while remaining compliant with country specific regulations.
21. Maintain internal rules documents up to date where and when applicable
22. Partner with Employee Relations and HR Compliance to monitor and support compliance with laws and regulations and any government mandated reporting, ensuring the organization stays ahead of legal and regulatory changes.
23. Serve as the sponsor for HR compliance matters for the business, advising on how policies can impact business operations and mitigate risk.
Qualifications:
24. Bachelor’s degree in Human Resources, Business Administration, or complimentary field.
25. Significant progressive HR experience, including performing in a similar People Partner role.
26. Required to be proficient in English and also either Italian, French German, or Spanish. Proficiency in Dutch or Portuguese a plus.
27. Experience in working with teams in multiple European regions, particularly Germany, France, and Central Europe and/or Mediterranean countries
Equal Employment Opportunity (EEO)
It is the policy of Gilead Sciences, Inc. and its subsidiaries and affiliates (collectively "Gilead" or the "Company") to recruit select and employ the most qualified persons available for positions throughout the Company. Except if otherwise provided by applicable law, all employment actions relating to issues such as compensation, benefits, transfers, layoffs, returns from layoffs, company-sponsored training, education assistance, social and recreational programs are administered on a non-discriminatory basis (i.e. without regard to protected characteristics or prohibited grounds, which may include an individual’s gender, race, color, national origin, ancestry, religion, creed, physical or mental disability, marital status, sexual orientation, medical condition, veteran status, and age, unless such protection is prohibited by federal, state, municipal, provincial, local or other applicable laws). Gilead also prohibits discrimination based on any other characteristics protected by applicable laws.
For Current Gilead Employees and Contractors:
Please apply via the Internal Career Opportunities portal in Workday.