Director, Employee Relations Partner - Foster

About the Role

ER is a global center of excellence in the HR Strategy & Operations organization. Our vision is to ensure all employees are treated fairly and with respect and we do this by helping the organization navigate complex people issues in a way that is fair, consistent, and compliant. Reporting to the Head of Employee Relations (ER) Americas, Americas ER Partners are responsible for providing core ER support to assigned business functions.

They review and approve the basis of all company-initiated separations and support the processes that often lead to them, e.g. by conducting internal investigations and managing the disciplinary process, providing late-stage performance improvement support, supporting reorganizations and redundancies, and reviewing and approving severance eligibility. They also partner with HR and business leaders to use data to share insights and trends, deliver relevant training as needed, support strategic initiatives and special projects, and update, maintain, and interpret ER policies and related knowledge articles.

ER Partners are complimented by specialized HR Compliance and Investigations sub-teams, which are situated within the broader Employee Relations organization.

The team and role are based in Foster City, California, where the company is headquartered.

Knowledge & Judgment

• Provides subject matter expertise on a broad range of ER issues, including performance management, investigations, high risk disciplinary actions and terminations, re-organizations, complex leaves of absence and disability accommodations issues, and HR policies and practices, among others.
• Contributes to continued development, scaling, and stabilization of ER’s core service catalog, including but not limited to, prioritizing efforts to improve internal processes, develop knowledge articles and training, leverage data and metrics to make better informed decisions, and enhance the employee experience.
• Consistently exercises sound judgment and earns the trust and confidence of key internal clients and stakeholders when advising HR and business leaders on ER matters.
• Simplifies complexity by considering multiple factors and providing clear recommendations that are attuned to, and understood by, a particular audience.
• Confident and comfortable navigating ambiguity and confronting adaptive challenges through an open-minded, creative, and inquiry-based approach. Develop solutions to problems of unusual complexity which require a high degree of ingenuity, creativity, and innovativeness. Challenges are frequently unique and solutions may serve as precedent for future decisions which affect the entire organization.
• Provides guidance to HR Business Partners, Business Managers and Senior Management on managing Gilead's employment risk.
• Responds to and investigates complaints involving complex employment matters under guidance and supervision from senior ER leadership and Legal. Assists in the preparation of investigation summaries which includes factual findings and conclusions.
• Advises on business change including acquisitions/people integration, restructurings and reorganizations.

Teamwork

• Works continuously under consultative direction toward long-range goals and objectives that have a significant impact on the organization.
• Assignments are often self-initiated with no direct supervision.
• Understands the roles and responsibilities of, and collaborate well with, teams across functions, departments, and geographies. Triages and redirects issues to the appropriate team.
• Conducts regular meetings with key stakeholders in HR and the business. Drives alignment by seeking input from cross-functional clients and exercising persuasion and influence where appropriate.
• Builds and maintains strong relationships with other members of the HR team, the Legal team, and other internal clients.

• Bachelor's degree required. Advanced degree desired and can be substituted for 2 years of experience. PHR/SPHR or AWI certification a plus.
• Minimum of 12 years of relevant work experience with 2 years directly managing complex employee relations issues, preferably in a global…