Director Human Resources

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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.

Essential Duties and Responsibilities:

Dexcom is entering new markets, developing and launching new products, and scaling operations to meet exponential demand growth - all amid changing workplace dynamics resulting from the global pandemic. These growth and transformation initiatives require innovative HR talent strategies adapted to meet the varying needs of our business units and support functions.

As a member of the Global Business Unit HR Business Partner team, you will provide strategic consultation, thought partnership, and coaching to Executive/Corporate leaders. In partnership with our HR centers-of-expertise, you will develop and execute HR talent initiative, that aid the growth of our business and their teams. Examples of strategic initiatives and responsibilities include:

• Development of strategic workforce plans, and gap-closing talent strategies, aligned to business strategies and objectives
• Annual assessment of client's functional talent, and identification of talent priorities
• Assessment of client's talent bench, succession plans, and development planning
• Building organizational alignment and capability through development and/or facilitation of appropriate leader focused interventions (e.g., team effectiveness, organization design)
• Providing expert HR consultation and partnership deploying enterprise-wide HR initiatives
• Identifying, developing, and executing initiatives to address business-specific talent challenges

You will report to the Senior Director leading the Global Business Unit HR Business Partner team, and actively collaborate with leaders of Regional HR and HR COEs. You will help build and implement HR people strategies across multiple teams and business units.

Collectively, our highly matrixed, collaborative, results-oriented HR team strives to create an experience for all employees globally that is consistent and equitable, while creating opportunities for all members of OneHR to stretch, grow, and thrive.

Required Qualifications:

• Experience developing partnerships with business leaders and navigating significant organizational change during periods of rapid growth and realignment
• Demonstrated capability of influencing talent priorities through sensing, listening, and expert consultation skills
• Experience leading development and execution of initiatives addressing organization design, organization effectiveness, talent management, talent acquisition, and talent retention
• Experience deploying robust DE&I strategies both across the enterprise and within specific business units or functions
• Well-developed industry knowledge, market insight, and proven enterprise thinking
• Strong executive communication and presentation skills to communicate and influence across all levels of the organization
• Ability to influence talent priorities by understanding stakeholders, identifying and contextualizing a problem or opportunity with data, and facilitating constructive debate which yields action
• Proven track record of developing senior leadership talent and succession pipelines

Preferred Qualifications:

• Master's Degree in business, human resources, organizational development, or psychology
• Experience in medical device, life sciences or high-tech industry
• Experience and Education Requirements:
• Bachelor's degree in Human Resource Management or a related field, or a combination of relevant experience, education and training
• 8+ years of demonstrated business-facing HR experience
• 2+ years in an HR Business Partner or similar role

Travel Required:

• Up to 25%

Supervisory Responsibilities:

• None currently. This is an individual contributor role.

Experience and Education

• Typically requires a Bachelors degree with 15+ years of industry experience. Prefer Bachelor's degree in Human Resource Management or a related field, or a combination of relevant experience, education and training.
• 9+ years of successful management experience in relevant industry.
• 8+ years of demonstrated business-facing HR experience
• 2+ years in an HR Business Partner or similar role

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.

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.

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