Senior Director, People Business Partner & Global Employee Relations

Senior Director, Human Resources Business Partner (HRBP) & Global Employee Relations Guardant Health, a leading precision oncology company, seeks a strategic, business‑oriented Senior Director, HRBP & Global Employee Relations to serve as a trusted advisor to senior leaders across Business Development, Finance, Legal, and Public Affairs. Key Responsibilities Strategic HR Business Partnership Serve as the primary People Business Partner to executive leaders across Business Development, Finance, Legal, and Public Affairs. Develop and execute people strategies that support business objectives, organizational growth, and operational excellence. Provide thought leadership and counsel on organizational effectiveness, change management, team design, leadership effectiveness, and talent optimization. Translate business strategies into actionable workforce plans in partnership with business leaders and Talent Acquisition partners to ensure client groups have the talent and capabilities needed to achieve their goals. Leverage workforce analytics and business insights to identify trends, risks, and opportunities and recommend data‑driven solutions within the context of the business. Drive the execution of talent reviews, workforce planning, and performance management processes within client groups, partnering with Organization Effectiveness and other COEs. Workforce Planning and Talent Management Own the workforce planning rhythm for supported functions, facilitating regular reviews of organizational needs, headcount plans, hiring forecasts, workforce risks, and capability gaps. Partner with Talent Acquisition to convert workforce plans into executable recruiting strategies, providing visibility into future hiring demand, prioritization, and talent market considerations. Lead strategic workforce planning efforts across supported functions, including talent forecasting, capability assessments, and organizational planning. Partner with leaders to identify critical talent needs and develop strategies to drive talent processes in service to attraction, retention, development, and bench strength. Collaborate with Talent Acquisition and Organization Effectiveness teams to build robust talent pipelines and strengthen organizational capability. Leverage Guardant’s Organization Effectiveness frameworks, processes, and practices that foster accountability, development, and high performance. Employee Relations Center of Excellence Partner with the Director of Employee Relations to design scalable programs, processes, and practices that promote the best possible employee experience while proactively mitigating organizational risk. Provide strategic oversight and guidance on complex employee relations matters, workplace investigations, performance issues, policy interpretation, and conflict resolution. Ensure consistent and compliant application of employment policies, practices, and employment laws across the organization. Partner with Legal and Compliance teams to assess risk and develop proactive solutions to employee relations challenges. In partnership with Workforce Analytics, ensure ER team analyzes trends tied to workforce risk identification, business decision‑making, and proactive interventions. Build manager capability through training, coaching, and resources that promote effective leadership and employee engagement. Change Management & Organizational Effectiveness Lead organizational change initiatives including business transformations, acquisitions, integrations, and workforce transitions. Partner closely with business leaders to design and implement change management strategies that improve adoption, engagement, and business outcomes. Facilitate organizational design discussions with leaders to optimize team structures, decision‑making, and operational effectiveness. Drive and amplify initiatives that strengthen culture, employee engagement, and leadership effectiveness. Leadership & Collaboration Partner effectively across the People Team Centers of Excellence, including Talent Acquisition, Total Rewards, Organizational Effectiveness, People Operations, and Legal partners. Lead, mentor, and develop employee relations and HR team members. Foster strong cross‑functional relationships and influence outcomes across all levels of the organization. Serve as a role model for Guardant’s values and enterprise leadership expectations. Qualifications Required: Experience supporting C‑level leadership and corporate functions such as Finance, Legal, Business Development, Public Affairs, Corporate Affairs, or similar executive organizations. Required: Proven success leading complex global employee relations programs, managing sensitive workplace matters, and ensuring a proactive, measurable approach to systemic issues. Required: Demonstrated expertise leading enterprise workforce planning processes, including headcount forecasting, talent demand planning, organizational modeling, and alignment of workforce investments with business and financial objectives. Required: Proven track record in accelerating business growth by driving strategic business outcomes through people strategies. Required: Experience leading organizational design, restructuring, integration, and executive team effectiveness initiatives. Required: Strong knowledge of employment law, HR compliance, and employee relations leading practices. Required: 12+ years of progressive HR experience, including significant HR Business Partner leadership experience supporting senior executives/C‑suite leadership. Required: Experience leading teams and helping team members be the best they can be. Required: Ability to travel at a rate of ~15% to support executive leadership, global employee relations initiatives, and key business meetings. Preferred: SPHR, SHRM‑SCP, or equivalent certification. Preferred: Experience in highly regulated, publicly traded, healthcare, biotechnology, life sciences, or technology organizations. Preferred: Experience supporting global organizations and cross‑functional executive leadership teams. Critical Competencies Exceptional business acumen and strategic thinking Executive presence and influencing skills Workforce planning and organizational effectiveness expertise Talent management and succession planning leadership Employee relations and risk management expertise Strong judgment and decision‑making capability Change leadership and transformation management Data‑driven problem solving and analytics Relationship building and stakeholder management Demonstrated curiosity, sound judgment, and the ability to critically evaluate and responsibly leverage AI‑enabled tools in accordance with company policies, ethical standards, and regulatory requirements Hybrid Work Model Guardant has defined days for in‑person/onsite collaboration and work‑from‑home days for individual‑focused time. All U.S. employees who live within 50 miles of a Guardant facility will be required to be onsite on Mondays, Tuesdays, and Thursdays. Compensation Primary Location: Palo Alto, CA – Base Pay Range: $245,700 – $337,850 Other U.S. Locations – Base Pay Range: $208,845 – $287,173 Colorado – Base Pay Range: $221,130 – $304,065 Legal, Compliance, and EEO Statement Guardant Health is a committed provider of reasonable accommodations in our hiring processes for candidates with disabilities, long‑term conditions, mental health conditions, or sincerely held religious beliefs. Background screening, including criminal history, is required for this role. Guardant Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. All applicant information will be kept confidential according to EEO guidelines. #J-18808-Ljbffr Guardant Health, Inc.