Director, Contingent Workforce Strategy, Procurement & Program Operations

Gilead Sciences•Foster City, CA

10d•$210,375 - $272,250

About The Position

The Director is accountable for the enterprise strategy, category performance, governance, and operational effectiveness of Gilead’s Contingent Workforce Program and related consulting and professional services categories. The role serves as a strategic partner to senior business leaders, translating workforce and business priorities into scalable category strategies, sourcing models, supplier solutions, and program capabilities. It owns enterprise outcomes in value realization, demand management, supplier performance, workforce risk, compliance, user experience, and operational effectiveness, and establishes the long-term vision and roadmap for the contingent workforce ecosystem. The Director sets the program’s strategic direction, operating model, governance, decision rights, controls, performance measures, and escalation pathways. The role represents Global Procurement in enterprise workforce planning, budgeting, external labor strategy, and operating discussions with senior leaders, and provides executive direction on category strategies, supplier decisions, sourcing initiatives, and operating-model changes. The Director owns the strategic and operational performance of the Contingent Workforce Program, including its technology, data, analytics, automation, supplier governance, financial value agenda, and risk-based controls. The role works across Procurement, HR, Finance, Legal, Compliance, Privacy, IT, and other partners to improve program maturity, scalability, compliance, service, and user experience. It also leads and develops a high-performing team where applicable and builds capability across the Global Procurement Organization.

Requirements

Bachelor’s degree and 12 years of experience, or master’s degree and 10 years of experience, or PhD and 8 years of experience.
Significant experience in strategic sourcing, category management, procurement business partnering, contingent workforce, professional services procurement, or enterprise program management.
Demonstrated success developing and executing enterprise-wide category or program strategies that deliver measurable business value.
Experience leading complex, cross-functional initiatives in a global, highly matrixed organization.
Proven ability to influence senior leaders and guide decisions involving cost, risk, compliance, suppliers, technology, and operating models.
Experience leading strategic suppliers, MSPs, staffing partners, or outsourced service-delivery models.
Strong financial, commercial, analytical, negotiation, change leadership, and executive communication capabilities.
Experience establishing governance, performance measures, executive reporting, and escalation mechanisms.
Demonstrated leadership of transformation, technology, process-improvement, or operating-model initiatives.
Demonstrated people leadership and talent-development capability.
Experience with contingent workforce ecosystems and technologies, including MSP, VMS, workforce analytics, and services procurement platforms.
Working knowledge of worker classification, co-employment, tenure, privacy, compliance, and global external-workforce considerations.
Experience leading globally distributed teams and supplier ecosystems.

Nice To Haves

Experience in biopharmaceuticals, life sciences, healthcare, or another highly regulated industry.
MBA or relevant professional certification in procurement, supply management, program management, or change management.

Responsibilities

Own enterprise-wide performance and outcomes for the Contingent Workforce Program and assigned consulting and professional services categories.
Establish the program’s strategic direction, operating model, governance structure, decision rights, controls, performance measures, and escalation pathways.
Support cross-functional governance forums and advise on workforce channels, supplier models, rate strategies, program expansion, policy exceptions, and operating-model decisions.
Serve as the escalation point for material workforce, regulatory, financial, supplier, compliance, and operational risks.
Represent Global Procurement in enterprise workforce planning, budgeting, external labor strategy, and operating discussions with senior leadership.
Partner with senior executives and business leaders on external workforce, category, supplier, risk, and commercial decisions.
Translate business strategies, operating plans, and talent priorities into procurement, category, supplier, and program strategies.
Develop and execute multi-year category strategies and own the category roadmap and opportunity pipeline.
Set commercial and negotiation strategies for complex, high-value, or high-risk sourcing initiatives, partnering with Sourcing and Legal.
Provide executive direction and decision support for major supplier selections, renewals, negotiations, and operating-model changes.
Apply supply-market intelligence and benchmarking to improve rate competitiveness, service quality, resilience, and total cost of ownership.
Establish the Contingent Workforce Program’s long-term vision and roadmap, including operating-model maturity, geographic expansion, service delivery, governance, controls, analytics, technology, and user experience.
Partner with HR and Finance to incorporate external workforce insights into workforce planning and total talent decisions.
Establish frameworks for selecting engagement channels across temporary labor, independent contractors, consulting and professional services, and managed services.
Use workforce, spend, supplier, rate, tenure, demand, and compliance data to identify risks and recommend enterprise interventions.
Ensure effective demand management, program adoption, policy compliance, workforce classification, rate governance, tenure management, and user support.
Define supplier segmentation, relationship strategies, performance expectations, and governance models for MSPs, staffing suppliers, consulting firms, and other strategic providers.
Establish supplier-performance frameworks, lead executive business reviews, and hold suppliers accountable for commitments, service levels, quality, compliance, innovation, user experience, and outcomes.
Direct supplier and program remediation and executive escalation when performance does not meet expectations.
Own the multi-year value agenda, including savings, cost avoidance, demand management, productivity, service improvement, and risk-adjusted value.
Partner with FP&A and business leaders on annual plans, forecasts, targets, investment priorities, and resource requirements.
Ensure benefits are defined, validated, tracked, communicated, and sustained; provide senior leaders with transparent reporting on spend, demand, financial performance, program health, risks, and value realization.
Own the strategic roadmap for contingent workforce technology, data, analytics, automation, and user experience.
Establish data-quality, reporting, and control standards and use predictive and prescriptive insights to improve workforce decisions.
Sponsor automation and operating-model improvements, and lead readiness, communications, change management, adoption, and benefit realization for major enhancements.
Establish a risk-based control framework for worker classification, co-employment, tenure, approved channels, supplier compliance, privacy, security, audit readiness, and regulatory requirements.
Partner with Legal, Compliance, HR, Finance, Tax, Privacy, and regional stakeholders to identify, assess, mitigate, and monitor external-workforce risks.
Define risk indicators, thresholds, exception processes, corrective actions, and escalation requirements; ensure material issues are communicated promptly with facts, options, recommendations, and ownership.
Lead, coach, and develop a high-performing category management and program operations team, where applicable.
Set goals, decision rights, performance expectations, development plans, and operating rhythms; build succession, capability, and workforce plans.
Lead a global network of internal team members, MSP resources, suppliers, and cross-functional partners through influence and matrixed accountability.
Create an inclusive, accountable, collaborative, and continuous-improvement culture; champion procurement transformation and capability building.
Create inclusion, develop talent, and empower teams by modeling inclusion, coaching employees, aligning goals, and helping remove barriers.