Associate Director, Talent Acquisition – US Core Recruiting Lead

Gilead Sciences•Frederick, MD

1d•Hybrid

About The Position

Gilead is a biopharmaceutical company dedicated to creating a healthier world by developing therapies for diseases such as HIV, viral hepatitis, COVID-19, and cancer. The company emphasizes collaboration, determination, and a relentless drive to make a difference, valuing its employees as critical to its scientific innovations and bold ambitions. The Associate Director, Talent Acquisition – US Core Recruiting Lead reports to the Sr Director, Global Core Talent Acquisition. This role is pivotal in leading a significant portion of Gilead's US high-volume recruiting operations, ensuring consistent, high-quality delivery across various job types, functions, and business partners. The Associate Director acts as a hands-on people leader and delivery owner, responsible for translating the broader Volume Recruiting strategy into daily execution. This involves leading recruiters who manage approximately half of the US volume hiring demand, establishing the necessary structure, clarity, and operating discipline for effective and consistent full-cycle recruiting. The role requires close collaboration with HR Shared Services, business leaders, and cross-functional Talent Acquisition partners to achieve hiring goals, enhance diversity, improve efficiency, and optimize the candidate experience. Furthermore, the Associate Director plays a crucial role in operationalizing the Volume Recruiting model and facilitating the ongoing transition to capability-aligned, full-cycle recruiting within Gilead’s evolving HR Operating Model. While the position may be performed remotely, employees residing within a 50-mile radius of a Gilead office are expected to adhere to the company’s hybrid work policy.

Requirements

Bachelor’s degree with 10+ years of recruiting experience, including people leadership experience at scale, OR Master’s degree with 8+ years of recruiting experience, including people leadership experience at scale

Nice To Haves

5+ years of experience leading recruiting teams in a high‑volume, fast‑paced environment, ideally within life sciences, healthcare, or biotech
Demonstrated success leading teams in remote, hybrid, or geographically dispersed models
Strong people leader with experience coaching, developing, and retaining recruiters through change
Experience operating within a matrixed organization and partnering closely with HR, business leaders, and shared services
Proven commitment to diversity recruiting and inclusive hiring practices, with demonstrated results
Solid understanding of recruiting processes, metrics, capacity planning, and workload management
Ability to translate strategy into clear execution plans for teams
Comfortable working through ambiguity while maintaining delivery and team stability
Strong communication skills with the ability to influence, build trust, and provide clear direction at multiple levels
Demonstrates Gilead’s Leadership Commitments and core values in all actions

Responsibilities

Lead and manage a high‑volume recruiting team supporting roles across multiple US functions, ensuring delivery against hiring plans, service levels, and quality expectations
Own execution for a defined portion of the US volume hiring portfolio, balancing near‑term delivery with continuous improvement
Set clear expectations, priorities, and operating rhythms for recruiters, ensuring consistent execution of full‑cycle recruiting in a fast‑paced, high‑volume environment
Ensure recruiters are effectively enabled to manage high requisition volumes through thoughtful capacity planning, workload distribution, and job type clustering
Drive adoption of the Volume Recruiting operating model, including full‑cycle recruiting, standardized ways of working, and consistent use of recruiting tools and processes
Translate business demand and TA strategy into clear, actionable guidance for recruiters, reducing friction and increasing speed, quality, and consistency of hiring outcomes
Partner closely with the broader TA organization to implement transformation initiatives, new processes, and capability changes
Serve as a primary TA point of contact for assigned US business leaders and HR partners, providing clear guidance, insights, and recruiting partnership
Hold recruiters accountable for delivery, candidate experience, and inclusive hiring outcomes, while providing coaching and support through periods of change and ambiguity
Lead, coach, and develop recruiters with a focus on performance, flexibility, and growth mindset, enabling them to flex across job types and shifting business needs
Champion inclusive recruiting practices and partner with Diversity Sourcing and Inclusion & Diversity teams to drive diverse candidate slates and hiring outcomes
Support early talent and intern conversion hiring as part of the volume recruiting portfolio, in partnership with Early Talent leadership
Partner with HRSS, Recruitment Coordinators, and People Technology teams to ensure smooth execution of recruiting operations and candidate lifecycle activities
Monitor recruiting metrics, capacity, and workload distribution, proactively identifying risks, dependencies, and opportunities
Identify process inefficiencies and partner with TA leadership to test and implement improvements that enhance recruiter effectiveness and candidate experience
Act as a role model for enterprise mindset, collaboration, and accountability while maintaining a strong focus on delivery, team engagement, and talent outcomes