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Vice President of Diversity, Equity, and Inclusion
Confidential Posting for an External Company
Vice President of Diversity, Equity, and Inclusion | Confidential Healthcare & Life Sciences Company | 2706
Vice President of Diversity, Equity, and Inclusion | Confidential Healthcare & Life Sciences Company | 2706
Remote
About this Role
Role and Responsibilities
Reporting directly to and partnering with the Chief People Officer, the VP of Diversity, Equity, and Inclusion (DEI) will help develop and execute on the company’s mission to build and cultivate a modern, equitable workforce. The ideal candidate is a strategic, operations-oriented thinker that can successfully develop strategies that scale, as well as recommend, advocate for, and implement new solutions that support the company’s diversity, equity, and inclusion goals. This individual will partner closely with teams throughout the organization, as well as liaise with Executive Leadership and employee-led groups to achieve a broad scope of objectives. Specifically, the VP of DEI’s responsibilities will include:
Talent Acquisition:
Reporting directly to and partnering with the Chief People Officer, the VP of Diversity, Equity, and Inclusion (DEI) will help develop and execute on the company’s mission to build and cultivate a modern, equitable workforce. The ideal candidate is a strategic, operations-oriented thinker that can successfully develop strategies that scale, as well as recommend, advocate for, and implement new solutions that support the company’s diversity, equity, and inclusion goals. This individual will partner closely with teams throughout the organization, as well as liaise with Executive Leadership and employee-led groups to achieve a broad scope of objectives. Specifically, the VP of DEI’s responsibilities will include:
Talent Acquisition:
- Partner with the Head of Talent Acquisition to develop diverse and equitable sourcing strategies for internal and external roles.
- Partner with managers across departments to recommend improvements towards an equitable hiring process.
- Identify training opportunities for hiring managers and panelists that promote DEI throughout the hiring process.
- Review candidate data to continuously improve the company’s sourcing and hiring practices.
People Operations
- Partner with the Director of People Operations to build thoughtful people programs that provide an equitable and inclusive experience for all employees
- .Work alongside Finance and People Operations to build and maintain an equitable compensation philosophy.
- Review employee lifecycle and demographic data to continuously improve on employee engagement, retention, attrition, and other key areas of the employee experience.
- Meet with key stakeholders to identify growth & learning opportunities for employees throughout all levels of the organization.
Partnerships, Advocacy, & Culture:
- Build relationships with stakeholders throughout all levels of the organization to receive a broad sampling of employee experiences.
- Promote programs and processes throughout the organization that support our DEI efforts.
- Coach people managers on DEI policies and best practices.
- Connect regularly with the company’s Equity Council and promote new employee-created groups.
- Foster cultural initiatives that promote the company’s DEI goals.
- Regularly participate in senior meetings to advocate for perspectives, ideas, and trends that may otherwise be missing from the conversation.
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