DEI Project Manager HQ

Position Description:

Lead and support enterprise-wide Diversity, Equity & Inclusion (DEI) programs that drive inclusion, culture, leadership accountability, and measurable business impact. Partner across HR, Talent, Operations, Learning, Business Centers, and Headquarters to deliver coordinated initiatives including Employee Resource Groups (ERGs), Diversity Advocate Network (DA), Inclusive Leadership Academy (ILA), Inclusion Action Committee (IAC), and the Talent Insight Report (formerly Diversity Action Plan). Serve as the primary operational lead responsible for end-to-end program execution, governance infrastructure, stakeholder alignment, analytics, and reporting. Ensure consistency, scalability, and measurable outcomes across all DEI workstreams while strengthening enterprise capability and accountability. May supervise and coach a direct report and act as delegate for DEI leadership in their absence.

Essential Duties & Key Responsibilities:

• Drive execution of DEI programs across all workstreams by managing program operations, schedules, resources, vendors, budgets, and milestones aligned with business priorities and measurable outcomes.
• Develop and maintain an annual DEI program roadmap aligned with enterprise goals and strategic priorities.
• Serve as key point of contact for cross-functional coordination across HR, Talent, Operations, KLG, Business Centers, and Headquarters to ensure alignment and accountability.
• Monitor and report program effectiveness using KPIs, dashboards, engagement metrics, ESG indicators, and participation data to guide continuous improvement. Prepare executive presentations, quarterly updates, and annual summaries communicating program performance and progress.
• Lead strategy and execution for Employee Resource Groups and the Diversity Advocate Network, advising leaders, tracking engagement outcomes, facilitating national calls, overseeing onboarding cycles, launching sentiment surveys, and strengthening governance structures to ensure enterprise consistency and impact.
• Oversee membership tracking, engagement reporting, quarterly impact summaries, and execution of enterprise ERG conferences, awards, and recognition programs. Support field capability building and expansion efforts aligned to business center needs.
• Manage end-to-end program planning for Inclusive Leadership Academy cohorts including participant selection, facilitator coordination, stakeholder communication, kickoff and closing execution, coaching logistics, attendance tracking, budget management, invoice processing, and evaluation. Analyze participation trends by Business Center, track manager engagement metrics, and develop reporting dashboards that demonstrate leadership readiness and return on investment.
• Support the Director in execution of the Talent Insight Report process across Business Centers and Headquarters. Coordinate data collection, reporting timelines, and stakeholder communications. Assist in preparation of executive summaries and enterprise reporting to ensure accountability and follow through.
• Support governance and operational management of the Inclusion Action Committee by coordinating meetings, maintaining documentation, tracking action items, supporting Plan-Do-Check-Adjust cycles, and ensuring alignment across subcommittees and executive sponsors. Serve as operational lead in the Director’s absence to maintain continuity of strategy execution and stakeholder engagement.
• Collaborate with HR and KLG to identify enterprise-wide DEI learning needs based on workforce data, engagement trends, and strategic priorities. Support development and rollout of training resources for ERGs, Diversity Advocates, managers, and local offices. Ensure timely dissemination of approved toolkits, templates, and facilitator guides incorporating lessons learned and current best practices.
• Develop and maintain dashboards to track ERG engagement, ILA participation, Diversity Advocate coverage, Talent Insight Report progress, and other key DEI indicators. Partner with HR reporting teams to analyze workforce data and translate insights into actionable recommendations. Identify engagement gaps and escalate risks or resource constraints to DEI leadership with recommended mitigation strategies.
• Supervise and coach assigned team member(s) by providing direction, workload prioritization, performance feedback, and development support. Influence stakeholders across business units, including leaders outside formal reporting lines, to drive accountability and measurable outcomes.
• Other activities, duties, and responsibilities as assigned.