Meet The Team:

The Talent Partner (TP) 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.

What You Come In:

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).

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.

Salary:
$91,400.00 - $152,300.00