Principal Compensation Analyst

At Gilead were creating a healthier world for all people. For more than 35 years weve 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 worlds biggest health challenges and our mission requires collaboration determination and a relentless drive to make a difference.

Every member of Gileads 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 were 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

Gileads mission is to discover develop and deliver therapies that will improve the lives of patients with life-threatening illnesses

worldwide.

The Opportunity:
Gilead is seeking a seasoned compensation professional to join our Total Rewards team as a Principal Compensation Analyst. This individual contributor role will lead our global market pricing strategy and administration ensuring our compensation programs remain competitive equitable and aligned with business goals across 40 countries. You will be a key driver of external benchmarking salary range design vendor management and compensation analytics with a strong focus on innovation and operational excellence.

Key Responsibilities:

Market Pricing Strategy & Administration

• Own the global market pricing process including survey participation job matching and data analysis.
• Lead the design and maintenance of global salary structures and ranges using Better Comp.
• Evaluate and manage compensation survey vendors and peer list strategy.
• Develop and maintain compensation guidelines for recruiters and managers.
• Partner with HRBPs and Talent Acquisition to ensure market competitiveness and internal equity.

Global Compensation Expertise

• Provide consultative support across regions ensuring alignment with local practices and regulatory requirements.
• Analyze compensation data across 40 countries to identify trends and inform strategy.

Analytics & Insights

• Deliver high-impact compensation analyses and modeling to support business decisions.
• Identify opportunities for process improvement and automation.

Collaboration & Innovation

• Collaborate with cross-functional teams including HRSS People Analytics and HR Technology.
• Contribute to the evolution of compensation practices through innovation.
• Support executive compensation initiatives as needed.

Qualifications:

• Bachelors Degree with 8 years of progressive compensation experience preferably in a global organization or masters degree with 6 years of the relevant compensation experience.
• Strong expertise in market pricing salary range design and compensation survey management.
• Experience with Better Comp and Workday required.
• Advanced Excel skills and proficiency in data analysis tools.
• Familiarity with compensation programs such as merit cycles bonus plans.
• Strategic thinker with a hands-on approach and strong attention to detail.
• Biotech pharmaceutical or life sciences experience preferred.
• Excellent communication stakeholder management and project leadership skills.
• Demonstrated success in compensation process design and optimization.
• Detail-oriented and well organized with strong time management skills.
• Team player who can easily handle shifting priorities and multi-tasking in a deadline-oriented environment.

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:

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

For jobs in the United States:

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 disabilitygenetic 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 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 for assistance.

For more information about equal employment opportunity protections please view theKnow 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.

For Current Gilead Employees and Contractors:

Please apply via the Internal Career Opportunities portal in Workday.