SWOT
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Gilead Sciences Hr

To discover and develop the best talent that can create innovative therapeutics for people with life-threatening diseases

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Align the strategy

Gilead Sciences Hr SWOT Analysis

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To discover and develop the best talent that can create innovative therapeutics for people with life-threatening diseases

Strengths

  • TALENT: Strong scientific expertise in virology and oncology
  • COMPENSATION: Competitive total rewards package across markets
  • DEVELOPMENT: Robust learning & development programs with 92% uptake
  • BRAND: Strong employer brand in biopharma with 75% recognition
  • CULTURE: Established culture of innovation and scientific excellence

Weaknesses

  • RETENTION: 18% turnover rate among critical scientific roles
  • PIPELINE: Insufficient talent pipeline for emerging cell therapy needs
  • DIVERSITY: Underrepresentation of women and minorities in leadership
  • SKILLS: Critical skills gaps in data science and digital therapeutics
  • AGILITY: Slow hiring processes averaging 72 days for key positions

Opportunities

  • PARTNERSHIPS: Academic collaborations for specialized talent sourcing
  • FLEXIBILITY: Remote work policies to expand talent pools globally
  • DIGITAL: AI-enabled talent identification and development tools
  • ACQUISITION: Strategic acquihires in emerging therapeutic areas
  • ENGAGEMENT: New EVP to enhance talent attraction and retention

Threats

  • COMPETITION: Intense talent war with biotech startups offering equity
  • LOCATION: High cost of living in key research hub locations
  • REGULATIONS: Changing global compliance requirements for workforce
  • BURNOUT: Industry-wide burnout trends affecting talent sustainability
  • PERCEPTION: Public scrutiny of pharmaceutical pricing practices

Key Priorities

  • TALENT: Build specialized pipeline for cell therapy and data science
  • RETENTION: Implement targeted retention strategies for key roles
  • DIVERSITY: Accelerate diversity in leadership through development
  • DIGITAL: Deploy AI tools for talent acquisition and development
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Align the plan

Gilead Sciences Hr OKR Plan

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To discover and develop the best talent that can create innovative therapeutics for people with life-threatening diseases

TALENT PIPELINE

Build world-class talent engine for future therapeutics

  • SPECIALISTS: Hire 85% of required cell therapy specialists by Q4, reducing critical vacancy rate to <5%
  • DATA SCIENCE: Establish data science talent accelerator program and recruit 50 specialists by end of Q3
  • UNIVERSITY: Launch 5 strategic university partnerships targeting specialized research talent pipelines
  • RETENTION: Implement scientific career pathing model reducing key talent attrition to under 12% by Q4
RETAIN BRILLIANCE

Protect & nurture our scientific innovators

  • ENGAGEMENT: Implement scientific excellence recognition program boosting engagement to 82% by Q3
  • COMPENSATION: Design specialized retention packages for top 100 scientists with 90% acceptance rate
  • FLEXIBILITY: Launch revised flexible work policy improving work-life satisfaction score to 80%+
  • MENTORSHIP: Create scientific mentorship program pairing 100 early-career scientists with senior leaders
DIVERSE LEADERSHIP

Build equitable pathways to executive influence

  • REPRESENTATION: Increase women in leadership by 8% and underrepresented minorities by 5% by Q4
  • DEVELOPMENT: Launch accelerated leadership program for diverse talent with 50 participants by Q3
  • SPONSORSHIP: Implement executive sponsorship program for 75 high-potential diverse employees
  • ACCOUNTABILITY: Integrate DEI metrics into all executive performance evaluations by end of Q2
AI TRANSFORMATION

Revolutionize HR with intelligent technology

  • PLATFORM: Complete implementation of integrated AI-ready HR platform by end of Q3, 98% data accuracy
  • UPSKILLING: Train 85% of HR team on AI applications with 75% achieving intermediate proficiency
  • EXPERIENCE: Deploy AI-powered employee service platform reducing inquiry resolution time by 40%
  • ANALYTICS: Implement predictive retention models achieving 80%+ accuracy for flight risk identification
METRICS
  • ENGAGEMENT: 85% employee engagement score by end of 2025
  • RETENTION: Reduce critical talent attrition to <12% by Q4 2025
  • DIVERSITY: 35% women and 25% URMs in leadership positions by end of 2025
VALUES
  • Inclusion & Diversity
  • Integrity
  • Teamwork
  • Excellence
  • Accountability
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Align the learnings

Gilead Sciences Hr Retrospective

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To discover and develop the best talent that can create innovative therapeutics for people with life-threatening diseases

What Went Well

  • REVENUE: Q1 2025 revenue growth of 7% exceeded projections of 5.5%
  • PIPELINE: Successful progression of 3 key candidates to Phase 3 trials
  • TALENT: Critical leadership roles filled in oncology research division
  • CULTURE: Employee engagement scores increased 3 points to 78% overall
  • DIGITAL: Successful implementation of new global HRIS system on budget

Not So Well

  • RETENTION: Key scientific talent attrition increased to 18% in Q1 2025
  • DIVERSITY: Limited progress on diversity goals with 2% improvement only
  • COST: Compensation expenses 8% above budget due to market pressures
  • HIRING: Extended time-to-fill for critical roles averaging 72 days
  • DEVELOPMENT: Leadership development program satisfaction declined 5%

Learnings

  • COMPETITION: Biotech startups increasingly targeting our talent pool
  • EXPECTATIONS: Gen Z employees seeking more purpose-driven work culture
  • FLEXIBILITY: Remote work offerings significantly impact talent decisions
  • ANALYTICS: Predictive attrition models need refinement and enhancement
  • SKILLS: New therapeutic areas require novel talent acquisition strategies

Action Items

  • RETENTION: Implement targeted retention package for top 100 scientists
  • PIPELINE: Develop accelerated pathway for emerging therapeutic talent
  • ANALYTICS: Enhance predictive workforce planning capabilities by Q3 2025
  • EXPERIENCE: Redesign employee experience journey to boost engagement
  • DEVELOPMENT: Launch specialized leadership program for diverse talent
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Drive AI transformation

Gilead Sciences Hr AI Strategy SWOT Analysis

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To discover and develop the best talent that can create innovative therapeutics for people with life-threatening diseases

Strengths

  • FOUNDATION: Established data infrastructure for HR analytics
  • LEADERSHIP: Executive commitment to AI transformation with funding
  • PILOT: Successful AI recruiting pilot reducing time-to-hire by 22%
  • PARTNERS: Strategic partnerships with leading HR tech providers
  • ANALYTICS: Strong people analytics team with data science expertise

Weaknesses

  • SKILLS: Limited AI expertise within HR team at only 15% proficiency
  • INTEGRATION: Siloed HR systems limiting comprehensive AI solutions
  • ADOPTION: Low employee adoption of existing AI HR tools at 33%
  • GOVERNANCE: Underdeveloped AI ethics framework for HR applications
  • LEGACY: Outdated HRIS limiting advanced analytics capabilities

Opportunities

  • PREDICTIVE: AI-powered retention prediction models to reduce attrition
  • PERSONALIZATION: AI-enabled personalized learning experiences
  • EFFICIENCY: Automation of routine HR processes saving 15,000 hours
  • INSIGHTS: Advanced workforce analytics to optimize organizational design
  • EXPERIENCE: AI chatbots to enhance employee service experience

Threats

  • PRIVACY: Increasing data privacy regulations impacting HR analytics
  • BIAS: Algorithmic bias risks in AI-powered talent decisions
  • RESISTANCE: Employee resistance to AI-driven HR practices
  • VENDORS: Rapidly evolving HR tech landscape creating integration risks
  • SECURITY: Data security vulnerabilities in AI applications

Key Priorities

  • UPSKILL: Develop AI capabilities within HR team through training
  • PLATFORM: Implement integrated AI-ready HR technology platform
  • GOVERNANCE: Establish robust AI ethics framework for HR applications
  • EXPERIENCE: Deploy AI solutions focused on employee experience