We anticipate the application window for this opening will close on - 24 Aug 2026

About the Role

Role Overview
MiniMed is newly public and building its talent function largely from scratch. The Director of Global Talent Management owns that build end to end - performance management, career frameworks, learning, talent pipeline, and organizational effectiveness - across every function in the company, not one client group.

This role reports directly to the CHRO and leads a small team, with regular exposure to the CEO and ELT on talent reviews and succession. It's built for someone who wants to design systems that don't exist yet, not administer ones that already do.

It requires real business acumen - the ability to translate people strategy into outcomes the CEO and CHRO will act on - plus the comfort of operating in a fast-paced, newly independent company where the playbook is still being written.

This is a hybrid role based in Northridge, California, with an onsite expectation of 3 days per week

Key Responsibilities

Talent Management: Run the executive talent review cadence across every function - not a calendar exercise, but the forcing function that keeps leaders honest about how we get work done, the fuel behind our mission, who's ready for more, who's stalled, and who may be a flight risk. Turn what you find into succession plans we trust, not an org chart with names penciled in.

Career Development & Learning: Build MiniMed's career framework from scratch - a self-service model that gives employees real ownership of their own development, backed by an IDP framework and toolkits managers will use. Own the L&D strategy end to end: evaluate vendors, choose the platform, and call the trade-off between building and buying.

Talent Pipeline: Stand up MiniMed's early-career strategy - rotational and graduate programs - as a pipeline for the talent the company will need in three years, not just headcount for today. Build the long-term pipeline plan now, while there's still room to shape it.

Performance Management: Own the global performance management framework and keep evolving it - this isn't a set-and-forget system. Build the tools and materials that make honest, feedback-first conversations the default, not the exception managers dread, using platforms and technology that make the experience feel seamless rather than administrative.

Organizational Effectiveness: Partner with business leaders and HRBPs on onboarding, org design, and workforce planning - and be the one who spots the structural or capability gap before it becomes a leadership team's problem.

Required Qualifications

• Bachelor's degree and 10+ years of progressive HR experience with a focus on talent management, organizational development, or related disciplines
• Or, advanced degree and 8+ years of progressive HR experience with a focus on talent management, organizational development, or related disciplines
• 7+ years of managerial experience

Preferred

• Master's degree or MBA
• Experience supporting a company through an IPO or major organizational transition
• Strong business acumen with the ability to translate people strategy into business outcomes
• Experience operating in a fast-paced, high-growth, or newly independent company environment
• Demonstrated experience designing and implementing performance management, career development, and learning programs at scale
• Exceptional communication, influencing, and stakeholder management skills
• Proficiency with HR technologies and the use of AI in talent and learning
• Global HR experience across multiple geographies

Physical Job Requirements

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position.

The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role.

Benefits & Compensation

MiniMed offers a competitive salary and flexible benefits package

At MiniMed, we put people first. A commitment to our employees lives at the core of our values: We recognize their contributions. They share in the success they help create. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every stage of your career and life.
Salary ranges for U.S (excl. PR) locations (USD):$167,000.00 - $285,000.00

For roles located in California, Seattle WA, Washington DC, Boston MA, and New York City, the salary range is $186,000 - $316,000 USD.

Actual compensation may vary based on factors including experience, education, certifications, skills, market conditions, internal equity, and geographic location. Compensation and benefits information pertains solely to candidates hired within the United States (local market compensation and benefits will apply for others).

This position is eligible for a short-term incentive called the Short Term Incentive (STI).This position is eligible for an annual long-term incentive plan.

At MiniMed, we are committed to supporting the well-being and financial security of our employees. Regular employees working 20 or more hours per week are eligible for a robust benefits package, including health, dental, and vision insurance, as well as access to a Health Savings Account, Healthcare Flexible Spending Account, life insurance, long-term disability leave, and a dependent daycare spending account. In addition, all regular employees enjoy incentive plans, a 401(k) plan with company match, short-term disability coverage, paid time off and holidays, participation in our Employee Stock Purchase Plan, and access to our Employee Assistance Program. Eligible employees may also benefit from our Non-qualified Retirement Plan Supplement and Capital Accumulation Plan, subject to IRS minimum earnings requirements. Please note that "regular employees" refers to those who are not temporary staff, such as interns, and some benefits may not apply to employees in Puerto Rico.

For further details about our comprehensive benefits, we encourage you to visit the link below.

MiniMed Benefits Overview