Architect and own Guidewire’s enterprise talent strategy, integrating performance management, leadership development, succession, assessment, and workforce planning into a coherent, data-informed system that scales globally.
Define and continuously refine clear, role-specific performance expectations and success profiles that align to Guidewire’s strategy, AI-first operating model, and Global People FY26 priorities around capability, readiness, and scale.
Establish and embed disciplined performance management practices, including calibration, performance differentiation, and defined talent strategy, in close partnership with Senior People Business Partners and People leaders globally.
Lead enterprise talent management, including building visibility into leadership bench strength, defining readiness and potential against future business needs, and surfacing talent and leadership risks early through robust assessment and succession approaches.
Design and scale leadership and critical capabilities development (for example, business acumen, P&C industry depth, AI fluency) that are tightly connected to performance, succession, hiring standards, and the Global People skills framework.
Partner with Talent Acquisition, People Operations, and regional People leaders to build scalable talent engines in growth markets, improve quality of hire, and reduce downstream performance and readiness risk.
Use workforce, engagement, and readiness data as leading indicators to support VPMOM methods, guide talent investments, and ensure the talent system remains a business enabler as Guidewire advances its AI-powered cloud platform for P&C insurers.
Collaborate with cross-functional teams to embed AI fluency, capability building, and readiness into how we hire, develop, and deploy talent.

Requirements

Demonstrated ability to embrace AI and apply it to your current role as well as data-driven insights to drive innovation, productivity, and continuous improvement.
Extensive experience (typically 12+ years) in talent management, leadership development, and/or organizational development, with significant time spent leading enterprise talent strategies in complex, global organizations.
Proven track record designing and operationalizing integrated talent systems (performance, succession, leadership development, assessment) that measurably improve capability, leader effectiveness, and business outcomes.
Deep expertise in modern performance management, including calibration, differentiation, and enabling leaders to hold clear, fair, and growth-oriented performance and accountability conversations at scale.
Experience building succession and readiness strategies for critical roles, including use of robust assessment tools, potential frameworks, and data to identify risk and inform decisions.
Demonstrated ability to design and scale leadership development and capability-building programs that drive observable behavior change, with emphasis on business acumen, industry fluency, and comfort with AI-powered tools.
Strong, pragmatic stakeholder management skills with senior executives; able to translate strategy into clear talent implications, influence decisions, and drive cross-functional execution across Global People, business leaders, and Talent Attraction.
Comfort working in a high-change, growth-oriented, technology-driven environment, balancing structure with agility and continuously improving practices based on feedback and data.

Benefits

Flexible work environment
Health and wellness benefits
Paid time off programs including volunteer time off
Market-competitive pay and incentive programs
Continual development and internal career growth opportunities

Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Hard Skills & Tools

talent managementleadership developmentorganizational developmentperformance managementsuccession planningassessment toolsdata-driven insightsAI fluencycapability buildingbusiness acumen

Soft Skills

stakeholder managementinfluencecross-functional executioncommunicationagilitycontinuous improvementstrategic thinkingcollaborationproblem-solvingadaptability