Associate Director, Portfolio Integration & Communications

Key Responsibilities

• Portfolio & Field Communications
• · Lead the integrated HIV Treatment portfolio communications cadence across key field and internal forums, including Field Direction Memos, national training calls, sustainment initiatives, leadership communications and other priority touchpoints.
• · Translate portfolio priorities into clear, coordinated and actionable communications for Sales leadership, customer-facing teams and cross-functional partners.
• · Partner with Sales Leadership, Commercial Learning and Development and Brand Marketing to integrate portfolio priorities into key field meeting, training and communication cycles.
• · Maintain visibility across planned brand and portfolio communications to improve sequencing, clarify priorities and reduce unnecessary duplication.
• · Support field readiness for launches, strategic shifts, access changes and other cross-brand priorities by connecting the appropriate brand and functional owners and ensuring coordinated communication.
• · Gather field and stakeholder feedback to identify communication gaps, information needs and opportunities to strengthen portfolio connectivity.
• Portfolio Integration & Organizational Connectivity
• · Create integrated visibility across key portfolio and brand activities, including market research, customer insights, workshops, major meetings, external engagements and other key milestones.
• · Maintain shared portfolio calendars, internal communications and other mechanisms that enable teams to anticipate upcoming activities, identify intersections and improve collaboration across brands and functions.
• · Strengthen organizational learning by connecting teams around relevant insights, research, approaches and best practices, helping valuable learnings travel more quickly across the portfolio.
• · Lead internal portfolio communications that keep teams informed of key priorities, milestones, decisions and emerging learnings.
• · Identify cross-brand dependencies, communication gaps and opportunities where greater portfolio coordination can improve consistency, accelerate learning or reduce duplication.
• · Synthesize portfolio, field and cross-functional inputs to identify coordination needs, communication implications and opportunities for greater alignment.
• · Support coordinated portfolio representation across selected external environments in partnership with Franchise Marketing and other functions, while maintaining Franchise ownership of congress strategy, opinion leader engagement and other established responsibilities.
• Cross-Brand Coordination & Ways of Working
• · Identify opportunities for shared portfolio communications, planning mechanisms and ways of working that strengthen coordination across brands.
• · Surface cross-brand dependencies and coordination needs, connecting the appropriate brand and functional owners to enable aligned action.
• · Partner with Portfolio Marketing leads, including Portfolio Access & Enablement, to identify portfolio-level needs, connect relevant stakeholders and coordinate input across brands and functions.
• · Connect teams around opportunities to reuse, adapt or scale successful approaches and learnings rather than developing duplicative solutions.
• · Establish clear mechanisms for bringing common needs forward to brand and functional owners without duplicating existing ownership or execution responsibilities.
• · Apply strong business judgment to determine when portfolio-level coordination creates incremental value and when activity should remain brand- or function-led.
• Leadership & Organizational Impact
• · Bring a portfolio-first perspective while respecting differentiated brand strategies, alliance requirements and functional ownership.
• · Influence without direct authority to build alignment and advance coordinated portfolio priorities across a complex matrixed organization.
• · Communicate complex information clearly and concisely across leadership, field and cross-functional audiences.
• · Build strong relationships across brands and functions and serve as a trusted connector who helps teams identify intersections, resolve coordination gaps and advance shared priorities.
• · Help establish scalable ways of working that strengthen communication, knowledge-sharing, transparency and coordination across the HIV Treatment portfolio.
• · Promote a culture of portfolio-minded collaboration in which teams maintain clear ownership while more effectively sharing information, insights and successful approaches.

Basic Qualifications

• Bachelor's degree in Marketing, Business, Life Sciences, Communications, or a related field and 8 years expeirence
• OR
• Masters Degreen and six years experience
• PhD
• · Demonstrated experience translating complex business and marketing priorities into clear communications, recommendations and coordinated action.
• · Strong understanding of field communications, sales meeting cycles, training and sustainment needs, and the processes required to prepare customer-facing teams for evolving business priorities.
• · Experience connecting priorities and activities across multiple brands, business teams or cross-functional stakeholders.
• · Experience developing internal communications, planning mechanisms or information-sharing approaches that improve visibility and organizational learning across teams.
• · Strong strategic thinking and business judgment, including the ability to identify where portfolio-level coordination creates value while maintaining appropriate brand and functional ownership.
• · Demonstrated ability to synthesize complex information and diverse stakeholder perspectives into clear, actionable implications and recommendations.
• · Proven ability to influence without authority, manage multiple priorities and establish alignment across a highly matrixed organization.
• · Strong written and verbal communication skills, with the ability to distill complex information for leadership, field and cross-functional audiences.
• · Demonstrated ability to build trusted partnerships, navigate ambiguity and establish effective ways of working across teams with different priorities and areas of ownership.
• 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.
• 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.
• NOTICE: EMPLOYEE POLYGRAPH PROTECTION ACT
• YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT
• 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.

Preferred Qualifications

• · Significant pharmaceutical, biotechnology or healthcare industry experience, with experience in HIV, infectious diseases, specialty care or a related therapeutic area preferred.
• · Demonstrated experience translating complex business and marketing priorities into clear communications, recommendations and coordinated action.
• · Strong understanding of field communications, sales meeting cycles, training and sustainment needs, and the processes required to prepare customer-facing teams for evolving business priorities.
• · Experience connecting priorities and activities across multiple brands, business teams or cross-functional stakeholders.
• · Experience developing internal communications, planning mechanisms or information-sharing approaches that improve visibility and organizational learning across teams.
• · Strong strategic thinking and business judgment, including the ability to identify where portfolio-level coordination creates value while maintaining appropriate brand and functional ownership.
• · Demonstrated ability to synthesize complex information and diverse stakeholder perspectives into clear, actionable implications and recommendations.
• · Proven ability to influence without authority, manage multiple priorities and establish alignment across a highly matrixed organization.
• · Strong written and verbal communication skills, with the ability to distill complex information for leadership, field and cross-functional audiences.
• · Demonstrated ability to build trusted partnerships, navigate ambiguity and establish effective ways of working across teams with different priorities and areas of ownership.
• Preferred Qualifications
• The salary range for this position is: $195,670.00 - $253,220.00. Gilead considers a variety of factors when determining base compensation, including experience, qualifications, and geographic location. These considerations mean actual compensation will vary. This position may also be eligible for a discretionary annual bonus, discretionary stock-based long-term incentives (eligibility may vary based on role), paid time off, and a benefits package. Benefits include company-sponsored medical, dental, vision, and life insurance plans.
• 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.
• 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.
• NOTICE: EMPLOYEE POLYGRAPH PROTECTION ACT
• YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT
• 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.

People Leader Accountabilities

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For Current Gilead Employees and Contractors: