Support day-to-day talent-related initiatives across the G+A team
Lead small change initiatives and team-level organizational changes (e.g., minor restructures)
Assist with the annual compensation planning and performance review processes by organizing data for calibration meetings and supporting the tracking of employee performance and development throughout the year.
Support headcount planning by preparing data to inform workforce planning and organizational design decisions.
Use basic tools and frameworks to help solve problems and support decision-making
Help connect talent initiatives to business outcomes by supporting development planning, tracking progress on team goals, and assisting with programs that build the skills needed to meet evolving business needs
Support stakeholder relationships by following through on tasks and offering guidance where appropriate
Use data-driven diagnostic tools to support teams and inform people decisions
Partner with the People Relations team to help ensure policies are applied fairly and consistently
Begin using storytelling and data to communicate ideas (with guidance and practice)
Gather and analyze people-related data to build quarterly reports that provide insights and support decision-making for the G+A team.
Adapt to change with support and manage ambiguity in tasks and processes
Demonstrate empathy, resolve conflicts constructively, and engage openly with team members
Build initial credibility through consistency, ethical awareness, and follow-through
Support and guide new leaders, offering foundational HR insights
Integrate AI tools into daily HR work to streamline processes, enhance decision-making, and support talent programs; actively explore how AI can improve the employee experience and operational effectiveness
At Guidewire, we foster a culture of curiosity, innovation, and responsible use of AI—empowering our teams to continuously leverage emerging technologies and data-driven insights to enhance productivity and outcomes.
Business Acumen: Foundational understanding of how HR supports various business functions, with a developing awareness of how people strategies contribute to broader business goals.
Emerging Strategic Thinking: Willingness to support problem-solving and explore how People initiatives can address team and organizational needs
Relationship Building: Ability to collaborate effectively with team members and cross-functional partners, building trust through responsiveness and follow-through
Comfort with Data: Curious about using data to support decisions; able to organize and interpret basic people data with guidance
Talent & Tools Exposure: Familiarity with or willingness to learn tools like Workday, Google Suite, Zoom, and other HR technology platforms
Adaptability: Open to working in a fast-paced, evolving environment; comfortable adjusting approaches as business priorities shift
Global Curiosity: Eagerness to learn about working across regions and understand global HR practices
Communication Skills: Comfortable contributing to presentations and written materials with oversight; looking to grow consultation and influence skills
Learning Orientation: Excited to grow into a business partner role and develop a deeper understanding of talent management, employee experience, and organizational effectiveness
Self-starter mindset: Takes initiative, proactively identifies opportunities to contribute, and independently finds creative solutions to challenges with resourcefulness and a can-do attitude
Demonstrated ability to embrace emerging technologies—especially AI—and apply data-driven insights to drive innovation, productivity, and continuous improvement.
HR Generalist Foundation: Previous experience supporting core HR functions such as onboarding, employee inquiries, benefits, or HR systems; ready to expand into a more strategic, business-facing role
Employee Support: Comfortable responding to employee questions and escalating issues appropriately; understands the importance of consistency, confidentiality, and fairness in policy application
Process-Oriented: Experience managing recurring HR processes with attention to detail and follow-through
Operational Support: Has supported or coordinated people programs, logistics, or communications in partnership with a broader HR or People team
Curiosity and Growth Mindset: Eager to develop new skills in areas like talent planning, organizational effectiveness, and stakeholder management
At Guidewire, we value autonomy, empowerment, and inclusivity, which is why we want each of our employees to be heard and celebrated. We’re in the business of uplifting people, so they can fulfill their goals and ambitions. So, there’s plenty of time and space for you to broaden your skills and experience.
If we've got you excited and you’re ready for a career upgrade, then we're eager to hear from you! Get in touch to learn more about the Guidewire team you’ll work with.
The US base salary range for this full-time position is $72,000 - $108,000 . Your base pay will depend on your experience, skills, education, training, and location among other factors. All full-time positions or part-time roles working 30 hours or more a week at Guidewire are eligible for benefits that support their health and well-being including health, dental, and vision insurance, paid time off, and a company sponsored retirement plan. In addition, some roles may be eligible for the annual company bonus plan, commissions, and/or long term incentive awards which are contingent on a variety of factors including, but not limited to, company and employee performance.Disability Accommodations and Guidewire’s Appeals Process. Guidewire provides accommodations to the hiring process to create a fair opportunity for candidates with disabilities to contend for open positions. Accommodation requests should be directed to [email protected]. If things do not go as hoped, we invite you to use our appeals process. Guidewire promises to independently review any denied accommodation and any decision not to offer you the position. The appeals process is the same in either case. Within five business days of receiving a notice of denial of an accommodation, or receiving a notice of your non-selection for a vacancy, e-mail [email protected] to make an appeal. Guidewire will assign a new decision-maker to review the request and/or hiring decision, who will then notify you in writing of a decision within 10 business days.
Guidewire is the platform P&C insurers trust to engage, innovate, and grow efficiently. We combine digital, core, analytics, and AI to deliver our platform as a cloud service. More than 540+ insurers in 40 countries, from new ventures to the largest and most complex in the world, run on Guidewire.
As a partner to our customers, we continually evolve to enable their success. We are proud of our unparalleled implementation track record with 1600+ successful projects, supported by the largest R&D team and partner ecosystem in the industry. Our Marketplace provides hundreds of applications that accelerate integration, localization, and innovation.
For more information, please visit www.guidewire.com and follow us on Twitter: @Guidewire_PandC.
Guidewire Software, Inc. is proud to be an equal opportunity and affirmative action employer. We are committed to an inclusive workplace, and believe that a diversity of perspectives, abilities, and cultures is a key to our success. Qualified applicants will receive consideration without regard to race, color, ancestry, religion, sex, national origin, citizenship, marital status, age, sexual orientation, gender identity, gender expression, veteran status, or disability. All offers are contingent upon passing a criminal history and other background checks where it's applicable to the position.
Originally posted on Himalayas
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