Manager, Talent & Inclusion

The Manager, Talent & Inclusion designs, integrates, and executes programs that promote engagement, inclusion, and belonging across the organization. This role aligns people strategies with business goals, ensuring engagement and belonging are embedded in talent systems and the associate experience.

• Serve as a cultural steward for the organization by implementing and supporting initiatives that foster an inclusive, engaging work environment.
• Design and facilitate programs that educate and connect associates with the organization and its culture.
• Integrate Inclusion & Belonging principles into talent programs, learning and development initiatives, associate engagement strategies, and internal communications.
• Support Associate Resource Groups (ARGs), including strategic guidance, programming support, performance tracking, and leadership partnership.
• Facilitate strategic conversations and planning cycles related to engagement and belonging.
• Lead enterprise-wide inclusion programs, campaigns, and events that promote inclusion and celebrate diverse perspectives.
• Provide internal training to associates on people and culture topics.
• Design and manage mentorship programs to support associate development, connection, and career growth.
• Lead engagement and pulse surveys, facilitating effective communication and action planning across the organization.

• Bachelor's degree in Human Resources, Organizational Development, Business, or related field.
• 6 years of progressive experience in HR, culture, engagement, or inclusion.
• Experience managing or mentoring associates, project teams, or cross-functional workgroups is preferred.
• Experience leading enterprise-wide HR initiatives with preferred experience leading engagement surveys and translating insights into measurable action.
• Knowledge of inclusion strategies and best practices.
• Strong project management and facilitation skills.
• Excellent communication and ability to influence stakeholders at all levels.
• Data-driven mindset with experience using analytics to inform culture, engagement or inclusion strategies.

• Ability to travel if required to perform the essential job functions.
• Ability to work under stress and meet deadlines.
• Ability to operate related equipment to perform the essential job functions.
• Ability to read and interpret a document if required to perform the essential job functions.
• Ability to lift/move/carry approximately 10 pounds if required to perform the essential job functions. If the employee is unable to lift/move/carry this weight and can be accommodated without causing the department/division an "undue hardship" then the employee must be accommodated; hence omitting lifting/moving/carrying as a physical requirement.