As workforce expectations evolve and healthcare organizations operate across increasingly complex global environments, employment law has become a critical part of how companies deliver on their mission. At Gilead Sciences, that mission centers on advancing therapies for serious diseases and helping ensure patients can access the medicines they need.
In this environment, Lindsey Hulse’s role extends beyond managing legal risk. As Senior Associate General Counsel and Global Head of Employment Law, she helps shape how Gilead supports its workforce across regions. By fostering a compliant, supportive, and high-performing workplace, her team enables employees to focus on the work that drives scientific progress and helps bring therapies to patients worldwide.
Lindsey works where legal strategy meets workforce priorities and business objectives, guiding employment law across a global organization. She leads a global team based in the US and in the UK that oversees litigation, internal investigations, compliance, and advisory work in multiple regions. “Our team manages all litigation, pre-litigation, internal investigations, advice, and counsel, including compliance projects involving labor and employment laws or regulations worldwide,” Lindsey shares.
Risk in practice
At Gilead, employment law connects directly to the company’s mission to serve patients, shaping how Lindsey and her team manage legal risk. “Because our mission to serve patients is the ultimate goal for Gilead, we have to be practical and responsible in how we handle and advise on risk,” she explains.
Compliance always plays a part in the role, but it never stands alone. “We support and enable the business. We act as partners, finding solutions that drive the business forward while keeping legal risks in mind.”
External pressures keep evolving. Regulation changes and litigation risks demand constant attention. “You always need to know what’s happening on the outside, understand what’s changing or staying the same, and figure out what that means for your company and industry.”
“Leading in this space means continuously balancing risks. Sometimes, that requires a more conservative approach when the stakes are high, and other times it means standing firmly behind well-supported decisions and programs. Every choice follows one priority: ensuring our legal strategy enables the broader mission.”
Global structure
Operating across regions brings complexity and demands a balance between alignment and adaptation. Lindsey structures her team to handle both. “As a global company, we look for solutions that work most of the time, but we recognize that every country has its own nuances and complexities,” she comments. Policies or programs often start at headquarters, then adapt as needed.
“We partner locally and work closely with teams in each country or region to meet local requirements.” Local legal, HR, and business teams help shape decisions. The approach allows Gilead to keep consistency while respecting differences across jurisdictions.
Leadership approach
As her responsibilities grow, Lindsey takes a more deliberate approach to leadership. “I strive to model what I believe good leadership looks like,” Lindsey reflects. Communication stands at the core of her philosophy. “Good leadership means open communication to build trust and alignment.” Recognition is just as important. “It’s about valuing team members, their work, their success, and their efforts.”
She puts a strong focus on team development and growth. “It’s important for the team to have opportunities to develop,” as growth fuels the evolving demands of in-house legal work. Lindsey’s approach centers on moving from individual contribution to empowering others, building capability across the team. That focus on team capability extends into how Gilead navigates emerging technology.
Artificial intelligence and change
“AI is a big part of our conversations, from internal processes and tools to workforce efficiency and talent,” Lindsey says. Her team collaborates with colleagues across the organization as new tools roll out. “We’re involved in certain stages of these projects across the company to make sure our tools are used responsibly, legally, and fairly.”
Her team often gets involved early. For example, “we meet with vendors for demonstrations to understand issues like bias testing and the data being used, including how it’s shared, and al assess litigation risk and discussion mitigation measures.” Monitoring after implementing tools that impact employees is ongoing. “We will support training and compliance programs to support responsible use.” Gilead commits to balancing innovation with fairness and accountability.
Workplace culture
That commitment to fairness extends to how Gilead supports its own people. For Lindsey, the work feels personal as well as professional. Her daughter lives with VACTERL association, a group of medical conditions that require ongoing care. “I am always thinking about how the world is going to view her and accept her,” she reflects. That perspective shapes how she approaches her role as Vice Chair of ADAPT, Gilead’s employee resource group focused on disability awareness.
“ADAPT is dedicated to advancing opportunities for people with disabilities and building a deeper understanding of disability-related topics.” The group brings employees together from across Gilead, including those with lived experience as individuals with disabilities, caregivers, and allies. “The aim is to foster a working environment where everyone feels supported and valued. We want to raise awareness of the many different experiences people bring to the workplace.”
The group continues to expand, reflecting Gilead’s global footprint. “We’re a global employee resource group, and this year we’ve expanded by establishing local chapters outside the US.” New chapters in the United Kingdom, Ireland, and the Netherlands are just the start, with more on the way.
That work is both practical and symbolic. “ADAPT partners with other employee resource groups and Gilead teams to spotlight accessibility and foster conversations about allyship.” The next phase aims to embed this work into the business. “We’re working to normalize disabilities, build community, and provide employees with organizational backing.”
After a breast cancer diagnosis and treatment, Lindsey returned to her role with a deeper appreciation for what that support means in practice. “I am so grateful to work at Gilead, where caring for your health and wellness is such a priority. Everyone was so supportive during that time, allowing me to step away and focus on my procedures and recovery.” As she stepped back, her team took on additional responsibility, reinforcing how leadership grows through trust and shared accountability. “I hope that through efforts like ADAPT, future workplaces will be more accepting and understanding of people living with disabilities, health conditions, or differences in how they experience and navigate the world,” Lindsey concludes.
“Lindsey is a tremendous in-house partner. She invests deeply in every matter and always has the company’s goals and culture at the forefront, which allows us to collaborate on high impact strategies that further Gilead’s mission. Gibson Dunn is proud to partner with Lindsey and the entire Gilead team.”
www.gibsondunn.com
Megan Cooney, Partner, Gibson Dunn
Greta Williams, Partner, Gibson Dunn
Duane Morris is proud to support Gilead and Lindsey Hulse in providing transformative therapies and driving health equity globally. Lindsey is a thoughtful and experienced leader and lawyer who helps drive Gilead’s incredible mission. Employers in the health care industry rely on Duane Morris to provide a wide spectrum of services, from counseling on regulatory issues through litigation developments. With more than 900 lawyers across the U.S. and internationally, we provide innovative legal and business solutions for a broad array of clients. For more information, contact Brian Johnsrud at [email protected] or (650) 600-5310.
www.duanemorris.com
