Guardant Health Visa Sponsorship Jobs USA
Guardant Health is a precision oncology company at the forefront of liquid biopsy technology, and it has a consistent track record of sponsoring international talent across both nonimmigrant and immigrant visa categories. For healthcare and life sciences professionals seeking U.S. work authorization, Guardant Health is a sponsor worth targeting.
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Guardant Health is a leading precision oncology company focused on guarding wellness and giving every person more time free from cancer. Founded in 2012, Guardant® is transforming patient care and accelerating new cancer therapies by providing critical insights into what drives disease through its advanced blood and tissue tests, real-world data and AI analytics. Guardant tests help improve outcomes across all stages of care, including screening to find cancer early, monitoring for recurrence in early-stage cancer, and treatment selection for patients with advanced cancer.
We are seeking a strategic, business-oriented Senior Director, Human Resources Business Partner (HRBP) & Global Employee Relations to serve as a trusted advisor to senior leaders across Business Development, Finance, Legal, and Public Affairs.
A key responsibility will be to lead the vision and global strategy of our Employee Relations function in partnership with our Employee Relations Director. This combined role will partner closely with centers of expertise to deliver people strategies that enable business growth, organizational effectiveness, and a purpose-driven, high-performance culture.
The ideal candidate is a proactive, business minded HR leader who leads with curiosity, collaboration, agility and wise compassion. They possess a proven track record of aligning talent strategies with business priorities, and delivering measurable outcomes in workforce planning, talent management, organizational design, leadership development, and employee relations.
Reporting to our Chief People Officer, this leader will partner closely with executive stakeholders to anticipate business needs, shape workforce strategies, support AI-enabled tools, workforce readiness and change management across their client groups and be the global Employee Relations escalation point. They will lead a small employee relations team and partner closely with our Legal team and the entire People Business Partner community to ensure a consistent, compliant, proactive and employee-centered approach to employee relations across the enterprise.
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 their client groups have the talent and capabilities needed to achieve its goals.
- Leverage workforce analytics and business insights to identify trends, risks, and opportunities and recommend data-driven solutions in context of our business.
- Drive 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 and 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 Senior Leadership
- Partner with our Director of Employee Relations to continue 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 WF Analytics, ensure ER team analyzes trends are tied to workforce risk identification, business decision-making, and proactive interventions.
- Ensure manager capability is built 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.
- In partnership, drive and amplify initiatives that strengthen culture, employee engagement, and leadership effectiveness.
Leadership & Collaboration
- Partner effectively across People Team Centers of Excellence, including Talent Acquisition, Total Rewards, Organizational Effectiveness, and People Operations, as well as 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.
- Proven success leading complex global employee relations programs, managing sensitive workplace matters and ensuring a proactive measurable approach to systemic issues.
- 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.
- Proven track record in accelerating business growth by driving strategic business outcomes through people strategies. Experience leading organizational design, restructuring, integration, and executive team effectiveness initiatives.
- Strong knowledge of employment law, HR compliance, and employee relations leading practices.
- 12+ years of progressive HR experience, including significant HR Business Partner leadership experience supporting senior executives/C-suite leadership.
- Experience leading teams and helping team members be the best they can be.
- 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.
- Experience in highly regulated, publicly traded, healthcare, biotechnology, life sciences, or technology organizations.
- 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.
AI & Digital Fluency
Demonstrate 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 to improve the efficiency, effectiveness, and quality of work.
Hybrid Work Model: This section is applicable to onsite employees who are eligible for hybrid work location as specified by management and related policies. 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. We have found aligning our scheduled in-office days allows our teams to do the best work and creates the focused thinking time our innovative work requires. At Guardant, our work model has created flexibility for better work-life balance while keeping teams connected to advance our science for our patients.
The annualized base salary ranges for the primary location and any additional locations are listed below. This range does not include benefits or, if applicable, bonus, commission, or equity. Each candidate’s compensation offer will be based on multiple factors including, but not limited to, geography, experience, education, job-related skills, job duties, and business need.
Primary Location: Palo Alto, CA
Primary Location Base Pay Range: $245,700 - $337,850
Other US Location(s) Base Pay Range: $208,845 - $287,173
If the role is performed in Colorado, the pay range for this job is: $221,130 - $304,065
Employee may be required to lift routine office supplies and use office equipment. Majority of the work is performed in a desk/office environment; however, there may be exposure to high noise levels, fumes, and biohazard material in the laboratory environment. Ability to sit for extended periods of time.
Guardant Health is committed to providing reasonable accommodations in our hiring processes for candidates with disabilities, long-term conditions, mental health conditions, or sincerely held religious beliefs. If you need support, please reach out to Peopleteam@guardanthealth.com.
A background screening including criminal history is required for this role. GH will consider qualified applicants with criminal arrest or conviction histories in a manner consistent with applicable law including but not limited to the LA County Fair Chance Policies and the Fair Chance Act (Gov. Code Section 12952).
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 your information will be kept confidential according to EEO guidelines.
To learn more about the information collected when you apply for a position at Guardant Health, Inc. and how it is used, please review our Privacy Notice for Job Applicants.
Company Description
Guardant Health is a leading precision oncology company focused on guarding wellness and giving every person more time free from cancer. Founded in 2012, Guardant® is transforming patient care and accelerating new cancer therapies by providing critical insights into what drives disease through its advanced blood and tissue tests, real-world data and AI analytics. Guardant tests help improve outcomes across all stages of care, including screening to find cancer early, monitoring for recurrence in early-stage cancer, and treatment selection for patients with advanced cancer.
We are seeking a strategic, business-oriented Senior Director, Human Resources Business Partner (HRBP) & Global Employee Relations to serve as a trusted advisor to senior leaders across Business Development, Finance, Legal, and Public Affairs.
A key responsibility will be to lead the vision and global strategy of our Employee Relations function in partnership with our Employee Relations Director. This combined role will partner closely with centers of expertise to deliver people strategies that enable business growth, organizational effectiveness, and a purpose-driven, high-performance culture.
The ideal candidate is a proactive, business minded HR leader who leads with curiosity, collaboration, agility and wise compassion. They possess a proven track record of aligning talent strategies with business priorities, and delivering measurable outcomes in workforce planning, talent management, organizational design, leadership development, and employee relations.
Reporting to our Chief People Officer, this leader will partner closely with executive stakeholders to anticipate business needs, shape workforce strategies, support AI-enabled tools, workforce readiness and change management across their client groups and be the global Employee Relations escalation point. They will lead a small employee relations team and partner closely with our Legal team and the entire People Business Partner community to ensure a consistent, compliant, proactive and employee-centered approach to employee relations across the enterprise.
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 their client groups have the talent and capabilities needed to achieve its goals.
- Leverage workforce analytics and business insights to identify trends, risks, and opportunities and recommend data-driven solutions in context of our business.
- Drive 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 and 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 Senior Leadership
- Partner with our Director of Employee Relations to continue 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 WF Analytics, ensure ER team analyzes trends are tied to workforce risk identification, business decision-making, and proactive interventions.
- Ensure manager capability is built 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.
- In partnership, drive and amplify initiatives that strengthen culture, employee engagement, and leadership effectiveness.
Leadership & Collaboration
- Partner effectively across People Team Centers of Excellence, including Talent Acquisition, Total Rewards, Organizational Effectiveness, and People Operations, as well as 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.
- Proven success leading complex global employee relations programs, managing sensitive workplace matters and ensuring a proactive measurable approach to systemic issues.
- 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.
- Proven track record in accelerating business growth by driving strategic business outcomes through people strategies. Experience leading organizational design, restructuring, integration, and executive team effectiveness initiatives.
- Strong knowledge of employment law, HR compliance, and employee relations leading practices.
- 12+ years of progressive HR experience, including significant HR Business Partner leadership experience supporting senior executives/C-suite leadership.
- Experience leading teams and helping team members be the best they can be.
- 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.
- Experience in highly regulated, publicly traded, healthcare, biotechnology, life sciences, or technology organizations.
- 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.
AI & Digital Fluency
Demonstrate 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 to improve the efficiency, effectiveness, and quality of work.
Hybrid Work Model: This section is applicable to onsite employees who are eligible for hybrid work location as specified by management and related policies. 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. We have found aligning our scheduled in-office days allows our teams to do the best work and creates the focused thinking time our innovative work requires. At Guardant, our work model has created flexibility for better work-life balance while keeping teams connected to advance our science for our patients.
The annualized base salary ranges for the primary location and any additional locations are listed below. This range does not include benefits or, if applicable, bonus, commission, or equity. Each candidate’s compensation offer will be based on multiple factors including, but not limited to, geography, experience, education, job-related skills, job duties, and business need.
Primary Location: Palo Alto, CA
Primary Location Base Pay Range: $245,700 - $337,850
Other US Location(s) Base Pay Range: $208,845 - $287,173
If the role is performed in Colorado, the pay range for this job is: $221,130 - $304,065
Employee may be required to lift routine office supplies and use office equipment. Majority of the work is performed in a desk/office environment; however, there may be exposure to high noise levels, fumes, and biohazard material in the laboratory environment. Ability to sit for extended periods of time.
Guardant Health is committed to providing reasonable accommodations in our hiring processes for candidates with disabilities, long-term conditions, mental health conditions, or sincerely held religious beliefs. If you need support, please reach out to Peopleteam@guardanthealth.com.
A background screening including criminal history is required for this role. GH will consider qualified applicants with criminal arrest or conviction histories in a manner consistent with applicable law including but not limited to the LA County Fair Chance Policies and the Fair Chance Act (Gov. Code Section 12952).
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 your information will be kept confidential according to EEO guidelines.
To learn more about the information collected when you apply for a position at Guardant Health, Inc. and how it is used, please review our Privacy Notice for Job Applicants.
Job Roles at Guardant Health
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Get Access To All JobsTips for Finding Guardant Health Visa Sponsorship Jobs USA
Target roles in clinical, scientific, and bioinformatics teams
Guardant Health's sponsorship activity is concentrated in highly specialized roles requiring advanced degrees in oncology, genomics, bioinformatics, and clinical research. These technical positions are the most likely to qualify as specialty occupations under H-1B standards.
Understand that Guardant Health sponsors both work visas and Green Cards
Guardant Health supports candidates through the full immigration journey, not just initial work authorization. If long-term U.S. residency is your goal, ask explicitly about Green Card sponsorship timelines during the offer negotiation stage.
F-1 students should apply early for CPT and OPT roles
Guardant Health sponsors F-1 CPT and OPT, making it a strong option for international students in life sciences programs. Apply well before your OPT authorization begins, as healthcare companies typically run longer hiring and onboarding cycles.
Canadian professionals should explore TN visa eligibility
Guardant Health sponsors TN visas, which offer a faster and simpler path than H-1B for eligible Canadian nationals. If your role falls under a qualifying TN occupation, such as scientist or engineer, this can significantly reduce immigration complexity.
Emphasize regulatory and clinical credentials in your application
Precision oncology is a heavily regulated space. Candidates with experience in FDA regulatory submissions, clinical trial management, or lab-developed test compliance tend to stand out at companies like Guardant Health. Frame your credentials around that context.
Use Migrate Mate to find verified sponsorship roles at Guardant Health
Guardant Health's open positions are not always easy to filter by sponsorship eligibility on general job boards. Migrate Mate surfaces verified sponsors so you can filter by real sponsorship history and find roles at Guardant Health that actively welcome international applicants.
Frequently Asked Questions
Does Guardant Health sponsor H-1B visas?
Yes, Guardant Health sponsors H-1B visas. The company has a consistent track record of filing H-1B petitions, particularly for specialized roles in clinical science, bioinformatics, oncology research, and engineering. If your role qualifies as a specialty occupation and requires at least a bachelor's degree in a directly related field, Guardant Health has demonstrated willingness to support the H-1B process for qualified candidates.
Which visa types does Guardant Health sponsor?
Guardant Health sponsors a range of visa categories including H-1B, TN visa, F-1 OPT, and F-1 CPT for nonimmigrant work authorization, as well as employment-based Green Cards through the EB-2 and EB-3 categories. This makes it a strong option for international candidates at various stages of their U.S. immigration journey, from student OPT through permanent residency.
Which departments or roles at Guardant Health are most likely to receive visa sponsorship?
Sponsorship at Guardant Health is most concentrated in technically specialized roles where a specific advanced degree is required. Positions in bioinformatics, genomics, clinical research, regulatory affairs, software engineering, and laboratory science are the most common areas. Roles that require broad or general qualifications without a field-specific degree requirement are less likely to qualify under H-1B specialty occupation standards.
How do I find open roles at Guardant Health that offer visa sponsorship?
The most reliable way is to use Migrate Mate, which aggregates and verifies sponsorship data so you can browse Guardant Health's open positions knowing they come from a confirmed sponsoring employer. General job boards often don't flag sponsorship eligibility accurately, which can lead to wasted applications. Filtering through a platform built around real sponsorship history saves significant time during a job search.
How do I approach the hiring process at Guardant Health as an international candidate?
Be transparent about your visa status early in the process, ideally in your cover letter or initial recruiter screen. Guardant Health's HR and legal teams are experienced with immigration, so clarity upfront prevents misalignment later. If you're on OPT, note your authorization end date. If you need H-1B sponsorship, confirm timing relative to the annual H-1B cap registration window, which opens each March for an October 1 start date.