What are the responsibilities and job description for the Human Resources Program Manager position at Finezi Inc.?
Title: Program Manager
Location: Oakland, CA 94612
Duration: 12 months
Description:
ONLY LOCAL CANDIDATES CURRENTLY RESIDING IN BAY ARE/NEAR WORK LOCATION-OAKLAND. ASSIGNMENT IS HYBRID AND REQUIRED ON-SITE 1-2 DAYS A MONTH WITH PRIOR NOTICE.
TOP THINGS LOOKING FOR:
1) ERG/ENG Program Management
2) Change Management
3) Employee Engagement
TOP SKILL SETS LOOKING FOR:
1) Technical – Understanding of ERG operations and frameworks, advancing strategy & insights to action.
2) Soft Skills: relationship management/rapport building, executive presence, storytelling, ability to create clarity out of ambiguity.
About the Role
We are seeking a strategic and highly motivated Inclusion & Belonging Program Manager, Principal to join our Coworker Inclusion & Belonging (CI&B) team. This manager-level individual contributor will play a pivotal role in advancing our culture of inclusion by leading the enterprise-wide Employee Resource Group (ERG) and Engineering Network Group (ENG) program and supporting 8 Functional Area Inclusion Councils embedded in business units.
The Program Manager, Principal will ensure ERGs/ENGs thrive as platforms for leadership development, community impact, and business alignment, while enabling Inclusion Councils to design and deliver action plans that foster belonging across the enterprise. This role requires strategic vision, operational excellence, and the ability to influence without authority in a highly matrixed organization.
________________________________________
Key Responsibilities
ERG Program Leadership
• Manage the strategy, governance, and operations of ERGs across the company.
• Partner with ERG/ENG leaders and executive sponsors to set annual priorities, KPIs, and leadership development opportunities.
• Ensure ERG programs align with enterprise CI&B strategy and business goals.
• Provide tools, resources, and oversight of budgets, charters, and succession planning.
Inclusion Councils Leadership
• Partner with Functional Area Inclusion Councils to guide the development and execution of annual inclusion action plans within their business units.
• Deliver data, insights, and best practices to inform decision-making and progress.
• Provide consultation to council leaders to build accountability, alignment, and measurable impact.
• Support councils in embedding inclusion and belonging practices into daily operations and workforce strategies.
Governance & Change Management
• Establish clear governance models, operating principles, and success measures for ERGs/ENGs and Councils.
• Drive adoption and scalability of inclusive practices across the enterprise.
• Act as a trusted advisor to leaders and stakeholders, building influence without direct authority.
Measurement & Reporting
• Develop dashboards, scorecards, and regular reporting that track progress on ERG/ENG groups and Inclusion Council goals.
• Translate data into actionable insights and narratives for leadership, business units, and external reporting.
• Evaluate impact across culture, career, community, and customer outcomes.
________________________________________
Desired Qualifications
• Bachelor’s degree in Human Resources, Organizational Development, Business, or related field (Master’s preferred).
• DEI practitioner certification (e.g., Cornell, Georgetown, SHRM, or equivalent) or significant applied experience in DEI program management.
• 5–7 years of program management, organizational development, or HR/DEI experience, preferably in a complex or unionized environment.
• Proven ability to lead enterprise-scale inclusion programs and influence without direct authority.
• Experience in data analysis, insights, and reporting to guide strategy.
• Strong facilitation, communication, and relationship management skills.
________________________________________
Core Competencies for High-Performing Inclusion Departments
• Strategic Agility – Translates organizational strategy into actionable ERG/ENG and Inclusion Council plans.
• Inclusive Leadership – Models belonging and equity while empowering diverse teams to lead.
• Data-Driven Decision Making – Interprets data, leverages insights to shape plans, measure outcomes, and inform leaders.
• Influence & Collaboration – Mobilizes people across business units and functions without direct reporting lines.
• Change Leadership – Builds buy-in and navigates complexity to advance a culture of inclusion.
• Operational Excellence – Establishes governance, tools, and scalable processes that ensure sustainability.
• Results Orientation – Balances culture-building with measurable business and people outcomes.