Director, Portfolio Strategy & Analytics

At Gilead, we’re creating a healthier world for all people. For more than 35 years, we’ve tackled diseases such as HIV, viral hepatitis, COVID-19 and cancer – working relentlessly to develop therapies that help improve lives and to ensure access to these therapies across the globe. We continue to fight against the world’s biggest health challenges, and our mission requires collaboration, determination and a relentless drive to make a difference.
 

Every member of Gilead’s team plays a critical role in the discovery and development of life-changing scientific innovations. Our employees are our greatest asset as we work to achieve our bold ambitions, and we’re looking for the next wave of passionate and ambitious people ready to make a direct impact.
 

We believe every employee deserves a great leader. People Leaders are the cornerstone to the employee experience at Gilead and Kite. As a people leader now or in the future, you are the key driver in evolving our culture and creating an environment where every employee feels included, developed and empowered to fulfil their aspirations. Join Gilead and help create possible, together.
Job Description
 

We are seeking a Director, Portfolio Strategy & Analytics. This role serves as a strategic partner to assigned Gilead Asset Teams (GATs), Development & Evidence Teams (DETs), and other cross-functional stakeholders, providing strategic analyses, portfolio insights, and decision support that enable effective asset and portfolio planning.

They support the development and execution of portfolio processes, methodologies, and analytical approaches used in asset- and portfolio-level decision-making. Working with Global Project Management, Therapeutic Area leadership, Finance, the G.Ecosystem Office, and other partners, the Director helps deliver consistent, high-quality planning, options evaluation, and strategic decision support.

This position represents PS&A on cross-functional teams and selected governance and planning forums, contributes to enterprise portfolio initiatives, and supports capability building, process improvement, and the continued evolution of portfolio analytics, tools, and ways of working.

**Position is located in Foster City, California**

Responsibilities

• Serve as the PS&A lead or representative for assigned assets, therapeutic areas, or portfolio initiatives, with guidance as appropriate for the scope and complexity of the assignment.
• Partner with GATs, DETs, and cross-functional leaders to frame strategic questions, evaluate options, assess risks and trade-offs, and support key decision points.
• Develop and deliver high-quality analyses, insights, forecasts, and recommendations that inform asset-level and portfolio-level decisions.
• Provide strategic and analytical support for governance discussions, portfolio reviews, investment decisions, and lifecycle planning activities.
• Contribute to the development and implementation of PS&A processes, methodologies, and best practices, including lifecycle planning and options development and evaluation.
• Coordinate the timely delivery of recurring and ad hoc analyses, presentations, and insights for leadership teams and governance forums.
• Assess asset-level opportunities within the broader context of portfolio strategy, priorities, constraints, and resource allocation, and highlight implications for decision-makers.
• Act as a strategic thought partner to functional and program leaders by providing objective analyses and well-supported recommendations for complex decisions.
• Identify and recommend opportunities to improve portfolio processes, analytical approaches, systems, tools, and reporting capabilities; lead defined improvement efforts as assigned.
• Support change management and implementation activities associated with new portfolio processes, tools, and planning methodologies.
• Contribute to knowledge sharing, capability building, and continuous improvement across PS&A and partner organizations, including coaching colleagues and sharing effective practices.
• Provide matrix leadership for complex cross-functional initiatives and project teams, building alignment, clarifying deliverables, and supporting execution without direct management authority.

Minimum Required Education and Years of Experience

• Bachelor's Degree and Twelve Years’ Experience OR
• Masters' Degree and Ten Years’ Experience OR
• PhD and Eight Years’ Relevant Experience in Life Sciences.

Requirements

• Minimum of 6 years of experience in strategic portfolio analysis, planning, decision support, or a related area in life sciences.
• Significant experience working on and influencing complex cross-functional drug development programs and portfolio initiatives.
• Demonstrated ability to develop strategic analyses and insights that inform asset-level and portfolio-level decisions.
• Experience contributing to portfolio processes, governance discussions, lifecycle planning, resource prioritization, or related activities.
• Strong knowledge of biopharma portfolio strategy, drug development, commercialization, and relevant disease-area considerations.
• Demonstrated ability to influence stakeholders, resolve cross-functional issues, and build alignment across functions, teams, and levels of leadership.
• Experience contributing to process improvement, change management, and implementation of new ways of working.
• Strong strategic thinking, analytical problem-solving, project management, and communication skills, with the ability to manage multiple priorities.
• Ability to distill complex information into clear business recommendations and concise communications for senior leaders and governance forums.
• Demonstrated success working in highly matrixed environments and leading through influence.
• Ability to effectively represent assigned work with senior leaders and governance forums and respond to questions with credibility and sound judgment.

People Leader Accountabilities: 

• Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the way they manage their teams. 
• Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and realize their purpose. 
• Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem. 

For additional benefits information, visit:

https://www.gilead.com/careers/compensation-benefits-and-wellbeing

* Eligible employees may participate in benefit plans, subject to the terms and conditions of the applicable plans.

Gilead Sciences Inc. is committed to providing equal employment opportunities to all employees and applicants for employment, and is dedicated to fostering an inclusive work environment comprised of diverse perspectives, backgrounds, and experiences. Employment decisions regarding recruitment and selection will be made without discrimination based on race, color, religion, national origin, sex, age, sexual orientation, physical or mental disability, genetic information or characteristic, gender identity and expression, veteran status, or other non-job related characteristics or other prohibited grounds specified in applicable federal, state and local laws. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact [email protected] for assistance.

For more information about equal employment opportunity protections, please view the 'Know Your Rights' poster.

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Gilead Sciences will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, (c) consistent with the  legal duty to furnish information; or (d) otherwise protected by law.
 

Our environment respects individual differences and recognizes each employee as an integral member of our company. Our workforce reflects these values and celebrates the individuals who make up our growing team.

Gilead provides a work environment free of harassment and prohibited conduct. We promote and support individual differences and diversity of thoughts and opinion.

Please apply via the Internal Career Opportunities portal in Workday.