Talent Partner
Dexcom Corporation is a pioneer and global leader in continuous glucose monitoring (CGM). Dexcom began as a small company with a big dream: To forever change how diabetes is managed. To unlock information and insights that drive better health outcomes. Here we are 25 yearslater, having pioneered an industry. And we're just getting started. We are broadening our vision beyond diabetes to empower people to take control of health. That means personalized, actionable insights aimed at solving important health challenges. To continue what we've started: Improving human health.
We are driven by thousands of ambitious, passionate people worldwide who are willing to fight like warriors to earn the trust of our customers by listening, serving with integrity, thinking big, and being dependable.We've already changed millions of lives and we're ready to change millions more.Our future ambition is to become a leading consumer health technology company while continuing to develop solutions for serious health conditions.We'll get there by constantly reinventing unique biosensing-technology experiences.
Though we've come a long way from our small company days, our dreams are bigger than ever.The opportunity to improve health on a global scale stands before us.
The Talent Partner serves as a strategic integrator across talent strategy, organization design, workforce planning, change management, and culture enablement. This role partners closely with HR Business Partners (HRBPs) and business leaders to anticipate needs, shape forward-looking solutions, and ensure talent and organizational interventions are embedded, sustained, and scalable within the supported function or region.
The TP operates ahead of demand—connecting business strategy to execution while maintaining a holistic view of organizational health, leadership capability, culture, and readiness over time. Acting as a subject matter expert in organization effectiveness, change, and culture, the TP brings structured approaches, insights, and forward-looking perspective to complement the HRBP's leadership with the business.
In this role, the TP plays a critical partnership role in advancing change management and culture priorities—co-creating strategies with HRBPs and supporting leaders to translate organizational shifts into durable behavioral and operational impact.
Strategic Talent & Org Partnership:
- Act as a trusted thought partner to HRBPs, bringing integrated perspectives across talent strategy, org design, workforce planning, and development
- Build strong relationships across the function/region to understand context and anticipate needs, in alignment with HRBP priorities
- Bring discipline and structured approaches to organization readiness, change, and culture initiatives, partnering with HRBPs to align on priorities and execution
- Maintain a holistic, forward-looking view across structure, leadership, capability, capacity, and culture—surfacing risks and opportunities to HRBPs and leaders
Organization Design & Workforce Planning:
- Partner with HRBPs and leaders on forward-looking workforce planning, contributing expertise in org design, capability building, and succession considerations
- Translate business strategy into scalable org and capability solutions in collaboration with HRBPs and COEs
- Support the embedding of org design outcomes by helping integrate changes into leadership routines, development actions, and ongoing talent practices
Change Management & Culture Enablement:
- Partner with HRBPs to shape and execute change management strategies, ensuring organizational shifts are intentionally designed, sequenced, and sustained
- Bring change management and culture expertise to translate enterprise and functional priorities into clear narratives, leadership expectations, and cultural focus areas
- Enable adoption and behavior change by embedding desired ways of working into org design, leadership rhythms, and talent processes, in alignment with HRBP-led priorities
- Serve as a key partner during periods of transformation (e.g., restructures, leadership transitions, operating model shifts)
Leadership & Team Development:
- Maintain continuity of organization development efforts across supported functions, providing ongoing insight into leadership and team needs
- Partner with HRBPs to support culture shaping and leadership enablement during complex organizational moments
- Design and facilitate targeted team and leadership interventions (e.g., intact team sessions), aligned with business priorities and HRBP partnership
Integration & Execution Enablement:
- Integrate skill needs, leadership development, organization shifts, and culture priorities into cohesive, outcome-driven approaches
- Partner closely with HRBPs, Talent COEs, and regional stakeholders to ensure clarity of roles, alignment of priorities, and strong follow-through
- Synthesize insights into clear, executive-ready recommendations to support HRBP and business leader decision-making
What Makes You Successful:
- Strong HR and business acumen with experience across talent strategy, organization design, workforce planning, change management, and culture initiatives
- Demonstrated expertise leading functional or enterprise change with sustained adoption and behavior change
- Proven ability to partner with HRBPs and senior leaders to diagnose needs and influence outcomes
- Skilled facilitator experienced in guiding leaders and teams through complex organizational transitions
- Excellent written and verbal communication skills; able to synthesize complexity into clear, executive‑ready recommendations
- Comfort operating in ambiguity while balancing strategic thinking and practical execution
Experience & Education Requirements:
- Bachelor's degree in a related field (e.g., Human Resources, Organizational Psychology, Business, or equivalent experience).
- Typically 5–8+ years of progressive experience in HR, Talent, Organization Effectiveness, or related consulting/partnering roles.
- Experience working in complex, matrixed, or global environments preferred.
- Professional HR certification (e.g., SHRM, HRCI) a plus.
Flex Workplace: Your primary location will be a home office. You will not have an assigned workstation and will work with your manager to determine office visit needs. You must live within commuting distance of your assigned Dexcom site (typically 75 miles/120km).
Salary: $91,400.00 - $152,300.00
Talent Partner
Dexcom Corporation is a pioneer and global leader in continuous glucose monitoring (CGM). Dexcom began as a small company with a big dream: To forever change how diabetes is managed. To unlock information and insights that drive better health outcomes. Here we are 25 yearslater, having pioneered an industry. And we're just getting started. We are broadening our vision beyond diabetes to empower people to take control of health. That means personalized, actionable insights aimed at solving important health challenges. To continue what we've started: Improving human health.
We are driven by thousands of ambitious, passionate people worldwide who are willing to fight like warriors to earn the trust of our customers by listening, serving with integrity, thinking big, and being dependable.We've already changed millions of lives and we're ready to change millions more.Our future ambition is to become a leading consumer health technology company while continuing to develop solutions for serious health conditions.We'll get there by constantly reinventing unique biosensing-technology experiences.
Though we've come a long way from our small company days, our dreams are bigger than ever.The opportunity to improve health on a global scale stands before us.
The Talent Partner serves as a strategic integrator across talent strategy, organization design, workforce planning, change management, and culture enablement. This role partners closely with HR Business Partners (HRBPs) and business leaders to anticipate needs, shape forward-looking solutions, and ensure talent and organizational interventions are embedded, sustained, and scalable within the supported function or region.
The TP operates ahead of demand—connecting business strategy to execution while maintaining a holistic view of organizational health, leadership capability, culture, and readiness over time. Acting as a subject matter expert in organization effectiveness, change, and culture, the TP brings structured approaches, insights, and forward-looking perspective to complement the HRBP's leadership with the business.
In this role, the TP plays a critical partnership role in advancing change management and culture priorities—co-creating strategies with HRBPs and supporting leaders to translate organizational shifts into durable behavioral and operational impact.
Strategic Talent & Org Partnership:
- Act as a trusted thought partner to HRBPs, bringing integrated perspectives across talent strategy, org design, workforce planning, and development
- Build strong relationships across the function/region to understand context and anticipate needs, in alignment with HRBP priorities
- Bring discipline and structured approaches to organization readiness, change, and culture initiatives, partnering with HRBPs to align on priorities and execution
- Maintain a holistic, forward-looking view across structure, leadership, capability, capacity, and culture—surfacing risks and opportunities to HRBPs and leaders
Organization Design & Workforce Planning:
- Partner with HRBPs and leaders on forward-looking workforce planning, contributing expertise in org design, capability building, and succession considerations
- Translate business strategy into scalable org and capability solutions in collaboration with HRBPs and COEs
- Support the embedding of org design outcomes by helping integrate changes into leadership routines, development actions, and ongoing talent practices
Change Management & Culture Enablement:
- Partner with HRBPs to shape and execute change management strategies, ensuring organizational shifts are intentionally designed, sequenced, and sustained
- Bring change management and culture expertise to translate enterprise and functional priorities into clear narratives, leadership expectations, and cultural focus areas
- Enable adoption and behavior change by embedding desired ways of working into org design, leadership rhythms, and talent processes, in alignment with HRBP-led priorities
- Serve as a key partner during periods of transformation (e.g., restructures, leadership transitions, operating model shifts)
Leadership & Team Development:
- Maintain continuity of organization development efforts across supported functions, providing ongoing insight into leadership and team needs
- Partner with HRBPs to support culture shaping and leadership enablement during complex organizational moments
- Design and facilitate targeted team and leadership interventions (e.g., intact team sessions), aligned with business priorities and HRBP partnership
Integration & Execution Enablement:
- Integrate skill needs, leadership development, organization shifts, and culture priorities into cohesive, outcome-driven approaches
- Partner closely with HRBPs, Talent COEs, and regional stakeholders to ensure clarity of roles, alignment of priorities, and strong follow-through
- Synthesize insights into clear, executive-ready recommendations to support HRBP and business leader decision-making
What Makes You Successful:
- Strong HR and business acumen with experience across talent strategy, organization design, workforce planning, change management, and culture initiatives
- Demonstrated expertise leading functional or enterprise change with sustained adoption and behavior change
- Proven ability to partner with HRBPs and senior leaders to diagnose needs and influence outcomes
- Skilled facilitator experienced in guiding leaders and teams through complex organizational transitions
- Excellent written and verbal communication skills; able to synthesize complexity into clear, executive‑ready recommendations
- Comfort operating in ambiguity while balancing strategic thinking and practical execution
Experience & Education Requirements:
- Bachelor's degree in a related field (e.g., Human Resources, Organizational Psychology, Business, or equivalent experience).
- Typically 5–8+ years of progressive experience in HR, Talent, Organization Effectiveness, or related consulting/partnering roles.
- Experience working in complex, matrixed, or global environments preferred.
- Professional HR certification (e.g., SHRM, HRCI) a plus.
Flex Workplace: Your primary location will be a home office. You will not have an assigned workstation and will work with your manager to determine office visit needs. You must live within commuting distance of your assigned Dexcom site (typically 75 miles/120km).
Salary: $91,400.00 - $152,300.00
