Sr Talent and Development Specialist

Dexcom • San Diego, CA

13d • Remote

About The Position

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 Senior Talent & Development Specialist is responsible for supporting and advancing global talent management processes, with a strong emphasis on performance management, goal setting, Individual Development Plans (IDPs), and Workday-based processes. The role partners closely with HR Business Partners (HRBPs), Talent Management, HRIT, and Communications teams to design, coordinate, and deliver scalable programs and reporting solutions that support annual performance cycles and equitable, long-term workforce development. Where you come in: Lead and manage enterprise performance management programs Own the end-to-end project management of annual performance review, midyear review, and goalsetting cycles, including planning enhancements, defining timelines, and driving execution.‑to‑end project management of annual performance review‑setting cycles, including planning enhancements, defining timelines, and driving execution. Develop and deliver comprehensive communication and training plans for people leaders, employees, and HR stakeholders. Coordinate cross-functionally with Talent, Compensation, HRIT, and HR Business Partners to align milestones such as calibration and compensation processes.‑functionally with Talent, Compensation, HR Support executive talent and succession planning processes Partner with the Talent Management team to support ratings calibration, executive talent reviews and succession planning activities. Compile, analyze, and synthesize talent data into executive ready presentations and materials. Coordinate and schedule preparatory and review meetings with HRBPs and Centers of Excellence, ensuring readiness and alignment. Consider process improvement opportunities; work closely with subject matter experts (SMEs) to ensure talent cycle delivers on time, high-quality outputs. Serve as a subject matter expert for Workday Talent Act as the primary SME for the Workday Talent module, including performance, goal setting, IDPs, feedback, and reporting. Partner with HRIT to evaluate system capabilities, identify continuous improvement opportunities, and prioritize enhancements. Submit, track, and prioritize Workday project requests; lead requirements validation, testing, training, and change enablement. Drive performance frameworks and reporting Develop, maintain, and validate Individual Development Plan (IDP) frameworks and recommendations, ensuring alignment with organizational goals and performance cycles. Partner with HRIT to define and document requirements for Workday Talent reporting, including access and data visibility. Lead cross-functional working sessions to review reporting needs, track open items, and align next steps for global and regional stakeholders.‑functional working sessions to review reporting needs, track open items, and align next steps for global and regional stakeholders. Enable stakeholder alignment and communications Author deliverables, presentations, and planning documents related to performance management, goal setting, and development planning. Collaborate closely with HR Communications partners to align timing, messaging, and delivery channels for employee and leader-facing communications.‑ and leader‑facing communications. Maintain key landing pages on company intranet for employee and leader access. Facilitate consultation and knowledge sharing sessions with HRBPs and business stakeholders to clarify processes, system capabilities, and constraints.‑sharing sessions with HRBPs and business

Requirements

• Strong HR and business acumen with exposure to performance management and talent lifecycle processes.
• Experience supporting or leading enterprise-scale, global initiatives.
• Familiarity with project management best practices.
• Ability to translate program and stakeholder needs into clear, actionable performance and talent solutions.
• Proven success working cross-functionally with HR stakeholders and partners (e.g., HRBPs, Talent COEs, HRIT, Compensation, Communications, and regional support).
• Excellent written and verbal communication skills demonstrated through the development of employee- and leader-facing presentations, planning documents, and HR communications.
• Ability to foster strong partnerships, listen across diverse perspectives, and synthesize viewpoints to influence effective outcomes.
• Working knowledge of Workday (Talent and reporting), with experience supporting system and process enhancements.
• Highly organized, self-directed, and able to independently manage multiple initiatives in a fast-paced environment.
• Detail-oriented with a commitment to accuracy.
• Typically requires a Bachelor’s degree in a related discipline and 5+ years related experience
• You must live within commuting distance of your assigned Dexcom site (typically 75 miles/120km).

Nice To Haves

• Professional level HR industry certification is a plus

Responsibilities

• Lead and manage enterprise performance management programs
• Own the end-to-end project management of annual performance review, midyear review, and goalsetting cycles, including planning enhancements, defining timelines, and driving execution.‑to‑end project management of annual performance review‑setting cycles, including planning enhancements, defining timelines, and driving execution.
• Develop and deliver comprehensive communication and training plans for people leaders, employees, and HR stakeholders.
• Coordinate cross-functionally with Talent, Compensation, HRIT, and HR Business Partners to align milestones such as calibration and compensation processes.‑functionally with Talent, Compensation, HR
• Support executive talent and succession planning processes
• Partner with the Talent Management team to support ratings calibration, executive talent reviews and succession planning activities.
• Compile, analyze, and synthesize talent data into executive ready presentations and materials.
• Coordinate and schedule preparatory and review meetings with HRBPs and Centers of Excellence, ensuring readiness and alignment.
• Consider process improvement opportunities; work closely with subject matter experts (SMEs) to ensure talent cycle delivers on time, high-quality outputs.
• Serve as a subject matter expert for Workday Talent
• Act as the primary SME for the Workday Talent module, including performance, goal setting, IDPs, feedback, and reporting.
• Partner with HRIT to evaluate system capabilities, identify continuous improvement opportunities, and prioritize enhancements.
• Submit, track, and prioritize Workday project requests; lead requirements validation, testing, training, and change enablement.
• Drive performance frameworks and reporting
• Develop, maintain, and validate Individual Development Plan (IDP) frameworks and recommendations, ensuring alignment with organizational goals and performance cycles.
• Partner with HRIT to define and document requirements for Workday Talent reporting, including access and data visibility.
• Lead cross-functional working sessions to review reporting needs, track open items, and align next steps for global and regional stakeholders.‑functional working sessions to review reporting needs, track open items, and align next steps for global and regional stakeholders.
• Enable stakeholder alignment and communications
• Author deliverables, presentations, and planning documents related to performance management, goal setting, and development planning.
• Collaborate closely with HR Communications partners to align timing, messaging, and delivery channels for employee and leader-facing communications.‑ and leader‑facing communications.
• Maintain key landing pages on company intranet for employee and leader access.
• Facilitate consultation and knowledge sharing sessions with HRBPs and business stakeholders to clarify processes, system capabilities, and constraints.‑sharing sessions with HRBPs and business

Benefits

• A front row seat to life changing CGM technology.
• Learn about our brave #dexcomwarriors community.
• A full and comprehensive benefits program.
• Growth opportunities on a global scale.
• Access to career development through in-house learning programs and/or qualified tuition reimbursement.
• An exciting and innovative, industry-leading organization committed to our employees, customers, and the communities we serve.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level