POSITION SUMMARY: Reporting to the EVP & CHRO, the Director, Inclusion & Diversity (I&D) will be responsible for the development, integration, and implementation of the I&D strategy across Republic Services. The Director will cultivate strong, collaborative relationships with leaders across our business units and functions to ensure inclusion, diversity and belonging is embedded in business strategies and plans to ensure we make progress against I&D priorities for sustainable success.
The Director will manage the integration of I&D into initiatives, programs, and policies across our Human Resources & Centers of Excellence and will have deep understanding of how processes and systems work within the business to drive the changes needed to embed I&D into day-to-day people practices including talent acquisition, development, and retention. This position will also serve as an internal consultant to all senior leadership and their teams to ensure that I&D is a part of the decision-making process throughout the company to help create a truly inclusive workplace and brand. They will have oversight of all Business Resource Groups responsible for augmenting and amplifying enterprise led I&D processes & experiences.
PRINCIPAL RESPONSIBILITIES:
Subject matter expert and strategic partner to senior leaders and HR Business Partners to ensure I&D is embedded in business strategies and plans across the organization to drive positive change in all aspects of I&D.
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Creates compelling and engaging initiatives, tools, policies and programming that help leaders and employees actualize the benefits of inclusion for themselves, colleagues, and the organization.Use data, analytics, research, and insights from a variety of sources to create actionable plans and measure impact.
Identifies best practices and creates mechanism for sharing and driving continuous improvement. Leverages external network and resources to align I&D efforts with leading practices.
Closely collaborate, guide, and manage Business Resource Groups to include guidelines, processes, and growth plans. Create, manage, and implement processes, tools, and metrics to measure the effectiveness of their I&D efforts.
Supports and helps prepare for meetings of Company’s Executive Diversity & Inclusion Council (MOSAIC).
Partners with the Talent Acquisition team to influence and diversify talent pipelines and develop an insights-driven and strategic plan for diversity recruitment, development, advancement, and retention.
Partners with local and national community organizations, colleges, universities, and professional organizations to identify and attract diverse talent.
Partners with Learning & Development to develop I&D education roadmap and integrates inclusion acumen into other leadership training.
Partners with the Talent team to ensure progress on diverse leadership pipelining, development activities, onboarding programs and employee experience survey and action planning with the goal of increasing our retention of employees.
Partners closely with Communications and talent team to manage internal and external I&D communications to heighten awareness, understanding, participation of I&D initiatives and to highlight achievements and strengthen employer brand.
Perform other job-related duties as assigned or apparent.
QUALIFICATIONS:
Experience implementing, measuring, and improving effective I&D programs and experience supporting employee resource groups.
Demonstrated ability to build relationships, partnerships, negotiate and influence and to move initiatives forward with multiple stakeholders at all levels and functions in a matrixed organization.
Process and results oriented in setting and pursuing goals, demonstrating a strong commitment to organizational success, and marshaling resources to accomplish goals and objectives.
Thought leader and advisor with the ability to effectively influence without authority and leads change by building trust and credibility.
Strong organizational and presentation skills, work ethic, initiative, sense of urgency and attention to detail.
Must be able to think strategically, tactically, and creatively
Data and research-driven, able to generate actionable insights and prioritize the most important actions to achieve the intended outcomes
Excellent interpersonal and communication (written and oral) skills
Knowledge of laws and regulations related to workplace diversity, affirmative action, and equal employment opportunity.
MINIMUM QUALIFICATIONS:
8 years working experience in the areas of workplace diversity and inclusion, human resources and/or employee engagement.
3+ years of leadership experience, with increasing responsibility in developing, implementing, and managing programs leading a team and organizational function.
Why choose Republic?
Joining Republic isn’t just about taking on a new job, it’s about making a commitment to create a more sustainable world together. Our people provide an essential service, serving and impacting customers, neighborhoods, and communities everywhere.
As a company, we are proud of our values and encourage those who share in our aspirations to join our team:
· We protect our colleagues and communities through safe practices everywhere, every day.
· We are committed to serving our customers and communities by going above and beyond to exceed expectations.
· We take action to improve neighborhoods and communities by being environmentally responsible and creating a more sustainable world.
· We are driven to deliver results in the right way.
· We encourage a human centered culture that honors the unique potential and dignity of every person.
Republic Services is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, genetic information, or any other characteristic protected by applicable law.
The statements used herein are intended to describe the general nature and level of the work being performed by an employee in this position, and are not intended to be construed as an exhaustive list of responsibilities, duties and skills required by an incumbent so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company.
