Director Human Resources

Job description

About Dexcom

Founded in 1999, Dexcom, Inc. (NASDAQ: DXCM), develops and markets Continuous Glucose Monitoring (CGM) systems for ambulatory use by people with diabetes and by healthcare providers for the treatment of people with diabetes. The company is the leader in transforming diabetes care and management by providing CGM technology to help patients and healthcare professionals better manage diabetes. Since the company's inception, Dexcom has focused on better outcomes for patients, caregivers, and clinicians by delivering solutions that are best in class-while empowering the community to take control of diabetes. Dexcom reported full-year 2020 revenue of $1.9B, a growth of 30% versus 2019. Headquartered in San Diego, California, with additional offices in the U.S., Europe, and Asia Pacific, the company employs over 6,000 people worldwide.

Summary:

We have an exciting opportunity for a strategic, results oriented Director, Human Resources Business Partner (HRBP) leader aligned to our US Global Operations team. Dexcom Operations manufactures multiple generations of CGMs for our worldwide customer base and is in the midst of significant global expansion. Dexcom has domestic manufacturing facilities in San Diego, CA and Mesa, AZ, and we recently commenced activity building a massive, state of the art facility in Malaysia. This critical HRBP leader will drive activity across the US based sites and represent the face of HR in a dynamic, fast-paced environment.

Scope of remit includes leadership of a HRBP team chartered to support more than 4,000 US-based Global Operations associates (at scale). Scope of support requires using proven HR consulting skills to help clients achieve business objectives and increase organizational effectiveness. Deliverables span large scale project management, new market talent assessment and workforce planning, and organizational design. Concurrently, our US facilities continue growing, but have more traditional HR needs, e.g. talent acquisition, talent management, leadership development, performance management, compensation administration, and organizational design, via a partnership with relevant HR centers of expertise (COE).

This role is responsible for leadership and development of a staff (direct and/or matrix) of HR practitioners, including coaching, mentoring and building out our capability to effectively support our business and enhance the employee experience. Our HR teams work to establish culture and drive engagement by: analyzing trends and developing specific engagement strategies, identifying and addressing people-related risks, guiding and helping to address performance management, developing and implementing change initiatives and partnering with centers of expertise as they develop and implement initiatives and programs and drive strong HR execution.

This position is based in Mesa Arizona and is relocation eligible. This position reports directly to the Sr Director HR - Americas.

Essential Duties and Responsibilities:

* Provide guidance and counsel to leaders for all HR processes and procedures including: performance management, talent management, compensation planning, talent development and career development
* Possesses wide-ranging experience and uses professional concepts and knowledge of company objectives to resolve complex issues in creative and effective ways
* Collect/analyze human resources data and make recommendations to promote continual improvement
* Handle complex employee relations matters, in addition to acting as a coach/consultant to employees, supervisors, and managers
* Exercise considerable latitude in determining objectives and approaches to assignment.
* Determines methods and procedures on new assignments and may coordinate activities of other colleagues
* Partner effectively with internal partners (including but not limited to Talent Development, Compensation, Talent Acquisition, Employee Relations, Payroll, etc.) as well as external partners (including but not limited to temp agencies).
* Complete projects and special assignments determining priorities, effective time management, gaining the cooperation of others, monitoring progress, problem-solving, and making appropriate adjustment to project plans.

Required Qualifications:

* • Significant Global Operations client experience
* • Strong business, financial and human resources acumen
* • Organizational design and executive team formation experience
* • Large scale project management and organizational development experience
* • External consultant interface and management
* • Strong conceptual ability coupled with a proven track record of implementing HR and organizational initiatives
* • Demonstrated ability to handle multiple competing priorities and changing demand while delivering value-added and timely consultative services to employees and management using developed facilitation and conflict resolution skills
* • Possesses both strategic thinking capability and "hands on" HR plan implementation experience
* • Knowledge of multiple human resources disciplines including compensation practices, organizational diagnosis and development, conflict management and employee relations, performance management, federal and state specific employment laws, change management
* • Ability to develop strong trusting relationships in order to gain support and achieve results coupled with outstanding communication and influencing skills
* • Change agent who has passion for people and for productivity
* • Process, metrics, and results oriented

Preferred Qualifications:

* • Experience in medical device, life sciences or high-tech companies preferred
* • Understanding of HR gains related to HRIS automation, work process redesign
* • Application of change management and project management principles and tools
* • Certification/application of work style and/or team effectiveness type assessments (e.g. DiSC, Five Behaviors)

Functional Description

Implements corporate policy at the business unit or division level. Facilitates organization and leadership development efforts, working with employees and managers to address root causes of human resources issues. May play a significant role in administering talent management and succession planning activity within client organization. Resolves employee relations issues through a systematic approach. Assists senior management in the development of solutions through cultural and process perspective organizational development. Develops and drives company-wide programs and initiatives (e.g., salary review, stock option grants renewal, workforce planning, and organizational change). Often viewed as a strategic business partner, change agent, and member of the line management staff. May report to business unit line management directly with dotted-line relationship to human resources or report directly to human resources with dotted-line relationship to management.

Functional/Business Knowledge

* Viewed as a subject matter expert within specific area.
* Reviews objectives to determine success of operation. Involved in developing, modifying and executing company policies that affect immediate operations and may also have company-wide effect.
* Understands relevant business strategies and impact on the functional area.

Scope

* Participates in establishing strategic plans and objectives.
* Provides high-level guidance and support to employees and other managers.
* Regularly interacts with executives and/or external parties on matters effecting the function.
* Oversees policies and procedures for immediate function.
* Recognized as a functional leader within the organization.

Judgement

* Works on abstract issues where analysis of situations or data requires an in-depth knowledge of the company.
* Participates in corporate development of methods, techniques and evaluation criteria for projects, programs, and people.
* Erroneous decisions will have a serious impact on the overall success of functional or company operations.

Management

* Able to operate in complex global environment.
* Manages the activities of a functional area and/or external service providers.
* People management responsibilities include hiring / terminations, performance reviews, career development coaching and compensation decisions.

Experience and Education

* Typically requires a Bachelors degree with 15+ years of industry experience.
* 9+ years of successful management experience in relevant industry.

Workplace Type

* The Workplace Type for this role is Assigned Desk. Based on the nature of your role you will have an assigned desk or office located at a Dexcom site and should plan to be onsite approximately 4-5 days per week.

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 .

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 .

View the OFCCP's Pay Transparency Non Discrimination Provision at this link.