Director, Contingent Workforce Strategy, Procurement & Program Operations

Gilead Sciences•Foster City, CA

3d•$191,250 - $272,250

About The Position

The Director is accountable for enterprise strategy, category performance, governance, and operational effectiveness for Gilead’s Contingent Workforce Program and related consulting and professional services categories. The role partners with senior business leaders to translate workforce and business priorities into scalable category strategies, sourcing models, supplier solutions, and program capabilities. It owns enterprise outcomes related to value realization, demand management, supplier performance, workforce risk, compliance, user experience, and operational effectiveness. The Director establishes the long-term vision and roadmap for the contingent workforce ecosystem, leads cross-functional governance and decision-making, and sponsors transformation initiatives to improve how Gilead engages, manages, and derives value from its external workforce. The position also leads category strategy and sourcing, supplier and MSP governance, financial stewardship, technology and analytics transformation, risk and compliance controls, and people leadership. It leads and develops a team where applicable and works through a global network of internal team members, MSP resources, suppliers, and cross-functional partners.

Requirements

Bachelor’s degree and 12 years of experience, or a master’s degree and 10 years of experience, or a 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, 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 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 for contingent workforce and assigned services categories.
Set commercial and negotiation strategy for complex sourcing initiatives and provide executive direction for major supplier selections, renewals, negotiations, and operating-model changes.
Apply market intelligence and benchmarking to improve rate competitiveness, service quality, category resilience, and total cost of ownership.
Own the strategic and operational performance, vision, and roadmap of the Contingent Workforce Program, including operating-model maturity, geographic expansion, service delivery, governance, controls, analytics, technology, and user experience.
Partner with HR and Finance on workforce planning and total talent decisions; establish frameworks for selecting appropriate engagement channels.
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 while balancing global standards with local requirements.
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, hold partners accountable, and direct remediation and executive escalation when performance falls short.
Own the multi-year value agenda and partner with FP&A and business leaders on annual plans, forecasts, targets, investment priorities, and resource requirements.
Identify structural cost opportunities and ensure benefits are defined, validated, tracked, communicated, and sustained; report 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; partner with relevant functions to prioritize and deliver scalable capabilities.
Establish data-quality, reporting, and control standards and use predictive and prescriptive insights to improve planning, rate management, supplier allocation, risk identification, and workforce decisions.
Sponsor automation and operating-model improvements, and lead readiness, communications, change management, adoption, and benefit realization for major enhancements.
Establish and maintain risk-based controls covering 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, exceptions, corrective actions, and escalations.
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 through influence and matrixed accountability; foster an inclusive, accountable, collaborative, continuous-improvement culture.
Champion procurement transformation and contribute to capability building across the Global Procurement Organization.
Create inclusion, develop talent through coaching and feedback, and empower teams by aligning goals and removing barriers.