Background on DEI COE
The Diversity, Equity and Inclusion (DEI) Center of Excellence (COE) is a central functional team made up of experts, specialists and enabling partners (i.e. analytics, communications, project managers, and external consultants) to provide foundation-wide direction, governance, tools and resources to drive DEI commitment and results. The COE also includes and provides management oversight for ERGs, while also serving as secretariat to the DEI Leadership Council.
In order to fulfill our vision of helping all people lead healthy, productive lives, including the lives of our employees, we’re committed to practicing:
Representation and Acceptance of all forms of visible and invisible difference
A sense of Belonging and being respected, valued and seen for who we are as individuals
Fairness in creating opportunities for all to have equal access to development, resources, and pay
This role is an internal consultant and DEI Subject Matter Expert (SME) individual contributor who provides consulting, thought partnership, and guidance to senior leaders, key stakeholders, and HR functional teams for the purpose of implementing and continuously improving the foundation’s DEI strategic framework. This “integrator” role will require proactive collaboration with senior levels organization-wide as well as within HR to ensure common messaging and accountability.
Act as a DEI SME to foster an inclusive, equitable culture by contributing perspective, insights, and knowledge; take a balanced consultative and systemic approach to support and enable leadership at all levels to lead DEI culture change across the foundation. Works in close partnership and provides advising and consulting to leadership on prioritizing and executing DEI strategies and plans that align division goals to the foundation’s DEI strategic framework and goals (35%).
Key partner to HR business partners and HR functional COE teams to integrate DEI into critical people related programs, policies, initiatives, systems, tools, and processes. Partnering with HR tore-design key initiatives that crossover between the Talent pillar and Culture pillars in relationship to HR priorities. Identity and recommend approaches to mitigating bias in HR systems and policies (30%).
Acts as program manager for the Employee Resource Groups (ERGs), including providing thought partnership to ERG leaders, coordination across ERGs, guidance on education and tools, advisor selection and overall program support. May interface with external ERGs at other organizations (20%).
Responsible for deployment and program management to support external consultants to ensure that cross-functional partners are appropriately engaged and informed, and actively resolving issues (10%).
Maintains a strong awareness of diversity issues and trends; educates others on the team and across the organization on diversity issues; coaches and mentors’ line and corporate human resources on diversity issues and trends (5%).
Knowledge, Skills and Abilities
Additional skills and experience:
Experience in a client service or customer-facing leadership role, enabling organization to build and execute their DEI plan to achieve measurable results.
Deep understanding of societal systems of bias, and ability to apply this knowledge to invent, evolve, improve, and simplify business and HR processes.
Deep understanding of DEI analytics, including how to drive impact in recruitment, talent, and inclusion metrics.
Ability to establish credibility and relationships among multiple levels of professionals, especially at the executive levels.
Ability to adapt communication styles across multiple stakeholder groups.
Excellent client advising and partnership skills.
Consistent track record in project and change management.
Excellent relationship development skills, high political acumen, collaborative work style
Strong written and verbal communication skills.
Proven track of accomplishment of encouraging, driving, and implementing innovative ideas with broad impact and adoption.
Strong understanding of industry benchmarks, leading practices and innovations in DEI, as well as the strengths and drawbacks of what has been tried to date
Education and Experience
Bachelor’s degree or other advanced degree with 12+ years of experience. SPHR preferred, or relevant functional certifications.
Deep subject matter expertise in DEI and experience developing and implementing strategies in multiple complex organizations with progressive responsibility.
* Applicants for this role will only be considered if they possess current US Work Authorization, and do not require employer-sponsored VISA support to begin or remain in this role.
**Applications for this position will be accepted until COB Friday, January 15, 2021.
As part of our standard hiring process for new employees, employment with the Bill and Melinda Gates Foundation will be contingent upon successful completion of a background check.
The Bill & Melinda Gates Foundation is dedicated to the belief that all lives have equal value. We’re committed to creating a workplace where employees thrive both personally and professionally. We also believe our employees should reflect the rich diversity of the global populations we aim to serve—in race, gender, age, cultures and beliefs—and we support this diversity through all of our employment practices.
All applicants and employees who are drawn to serve the mission of the Bill & Melinda Gates Foundation will enjoy equality of opportunity and fair treatment without regard to:
* Sexual Orientation
* Gender Identity
* Gender Expression
* National Origin
* Genetic Information
* Veteran Status
* Marital Status
* Prior Protected Activity