The Company

Dexcom Corporation (NASDAQ DXCM) 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 years later, 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.

Meet the team:

The Manager, Talent Partners leads a team of Talent Partners (TPs) who serve as strategic integrators across talent strategy, organization design, workforce planning, change management, and culture enablement. This role is accountable for setting direction, quality, and consistency of talent and organization work across critical functions or regions.

The Manager operates as both a people leader and an enterprise subject matter expert—shaping how change and culture work is designed and delivered, and ensuring enterprise talent priorities are translated into durable organizational outcomes through strong partnership with HRBPs.

In this role, the Manager plays a key enabling role to HRBP and business leadership by bringing structured approaches, insight, and forward-looking perspective—while ensuring TP work is aligned, coordinated, and embedded within broader HR and business priorities.

Where you come in:

Team Leadership & Capability Building

• Lead, coach, and develop a team of Talent Partners; set clear expectations for quality, impact, and role clarity—particularly in how TPs partner effectively with HRBPs
• Build TP capability in organization design, change management, culture enablement, and executive partnership within an HRBP-led model
• Ensure consistent standards, tools, and approaches across TBP engagements while allowing flexibility for business context

Enterprise Change & Culture Leadership

• Set and evolve enterprise approaches for change management and culture across the TP portfolio, ensuring coherence, prioritization, and scalability
• Guide TPs in sequencing and integrating organization, leadership, and culture interventions in alignment with HRBP and business priorities
• Serve as a senior subject matter expert during complex transformations (e.g., reorganizations, leadership transitions, operating model shifts), advising HRBPs and leaders on approach and risk

Strategic Talent & Org Partnership:

• Partner with senior HR leaders (including HRBPs) to align talent, org, and culture work to enterprise and functional strategy
• Translate enterprise priorities into clear direction, frameworks, and focus areas to guide TP deployment and impact
• Anticipate cross-functional risks and opportunities across the portfolio, surfacing insights and recommendations to HRBP and HR leadership teams

Integration & Operating Model Stewardship:

• Clarify decision rights and ways of working between TPs, HRBPs, and Talent COEs to ensure clear roles, strong partnership, and minimal duplication
• Ensure that TP-supported change and org work is effectively embedded into leadership routines and HR processes through strong HRBP partnership
• Monitor effectiveness and adoption of interventions; partner with HRBPs and COEs to course correct and drive sustained impact

What makes you successful:

• Deep expertise across organization design, change management, culture, and leadership development
• Proven experience leading enterprise or large‑scale functional change initiatives
• Strong people leadership skills with a track record of developing senior talent partners
• Ability to operate at both strategic and systemic levels while staying close to execution
• Exceptional executive presence and communication skills; comfortable advising senior leaders through ambiguity

• 5-15%

Experience & Education Requirements:

• Bachelor’s degree in a related field (or equivalent experience)
• Typically 10+ years progressive experience in Talent, Organization Effectiveness, HR, or consulting roles
• Prior experience leading teams and influencing senior or executive leaders
• Experience operating in complex, matrixed, or global environments preferred

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).

Please note: The information contained herein is not intended to be an all-inclusive list of the duties and responsibilities of the job, nor are they intended to be an all-inclusive list of the skills and abilities required to do the job. Management may, at its discretion, assign or reassign duties and responsibilities to this job at any time. The duties and responsibilities in this job description may be subject to change at any time due to reasonable accommodation or other reasons. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

An Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, age, national origin, or protected veteran status and will not be discriminated against on the basis of disability. Dexcom’s AAP may be viewed upon request by contacting Talent Acquisition at talentacquisition@dexcom.com.

If you are an individual with a disability and would like to request a reasonable accommodation as part of the employment selection process, please contact Dexcom Talent Acquisition at talentacquisition@dexcom.com.

Meritain, an Aetna Company, creates and publishes the Machine-Readable Files on behalf of Dexcom. To link to the Machine-Readable Files, please click on the URL provided: https://health1.meritain.com/app/public/#/one/insurerCode=MERITAIN_I&brandCode=MERITAINOVER/machine-readable-transparency-in-coverage?reportingEntityType=TPA_19874&lock=true

To all Staffing and Recruiting Agencies: Our Careers Site is only for individuals seeking a job at Dexcom. Only authorized staffing and recruiting agencies may use this site or to submit profiles, applications or resumes on specific requisitions. Dexcom does not accept unsolicited resumes or applications from agencies. Please do not forward resumes to the Talent Acquisition team, Dexcom employees or any other company location. Dexcom is not responsible for any fees related to unsolicited resumes/applications.

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