Director DEI

The Director, DEI is responsible for overseeing the development and implementation of programs and services that promote diversity, equity, and inclusion (DEI) within the organization. Primary responsibility includes measuring and monitoring company DEI, developing new programs and practices that effectively increase DEI, and providing support to various groups within the organization. This Director will serve as the subject matter expert on DEI and provide vision and counsel on matters of diversity initiatives, strategic planning, education and research, and program implementation.

This Director will also develop and administer training to help employees embrace and understand differing perspectives. Additionally, this Director will act as the department representative in matters relating to EEO in the workplace and will also oversee and administer the company's Employee Assistance and Drug & Alcohol Program.

Responsibilities Include:

Diversity, Equity & Inclusion (DEI)

Develop and implement key initiatives to advance the company's Diversity, Equity, Inclusion, and Belonging Strategy in areas including but not limited to talent acquisition and onboarding, employee engagement, performance management, and learning and development. Responsible for bringing external insight and best practices, deliver benchmarking, diagnosis, and design as required. Drive the implementation-related actions, both strategic and day-to-day tactical, to embed DEI into the overall functional people strategy. Develop meaningful and appropriate metrics to measure success and gauge effectiveness of DEI initiatives and identified goals. Provide guidance and best practices to the Training team to facilitate learning curriculum and instructional transformation that advances diversity and inclusion. Develop and communicate plans to internal and external stakeholders to meet established objectives. Proactively monitor internal and external diversity trends and legal developments that may impact policy, recruitment, and retention of a diverse workforce. Incumbent will act as liaison with the company's Supply Chain and work to establish a partnership in DEI activities. Visibly champion DEI across the business, supporting culture change. Equal Employment Opportunity (EEO)

Monitor the corporate recruiting process to ensure that position vacancies attract and retain employees possessing the highest levels of competency in accordance with the Affirmative Action Program, Equal Employment Opportunity laws and regulations, and the company's objectives for a diversified workforce. Develop, implement, and manage all aspects of the company's Equal Employment Opportunity planning and administrative functions including but not limited to: Affirmative Action Planning, Successive Planning, Diversity Training, and Sexual Harassment. Oversee the development of an Affirmative Action Plan that maximizes equal employment opportunities, increase participation of minorities and women in under-utilized job groups and ensures that the company's workforce is reflective of its customer base. Oversee and coordinate all employee EEO complaints and internal workplace grievances including but not limited to: Supervising and conducting investigations to gather supporting documentation through such means as interviewing complainants, witnesses, and managers and conferring with the Legal department or outside counsel. Maintain record and reporting systems of filed complaints of discrimination, alleged policy violations, etc. Attending fact-finding conferences & hearings. Making recommendations to management regarding potential resolutions. Employee Assistance and Drug & Alcohol Program

Develop the nature and scope of the company's needs for a third-party administrator of the company's Employee Assistance Program. Monitor contract service providers to ensure compliance with employee needs. Field and answer employee inquiries regarding EAP programs. Oversee Drug & Alcohol Training. Finance & Accounting

Prepare monthly and annual capital and operating budgets; allocate project budgets consistent with the company's strategic and operating plans. Develop justification for all capital projects and for all monthly variances for the operating budget. Qualifications:

Bachelor's degree in Human Resources Management, Business Administration required. Advanced degree preferred. Must have experience developing a DEI strategy and implementing DEI programs at a corporate level. Must have experience developing meaningful and appropriate metrics to measure success and gauge effectiveness of DEI initiatives and identified goals. 7 to 10 years of directly related experience in Human Resources disciplines including EEO/Affirmative Action; employee relations and/or HRIS administration. Experience in delivering DEI interventions from diagnosis through design to implementation and impact measurement. Experience in facilitating DEI sessions and training DEI facilitators. Experience in best practices and organizational change theories for ensuring a Diverse, Equitable, Inclusive, and Belonging workplace. Receipt of Professional Human Resource (PHR) designation or Diversity and Inclusion Certification would be a plus. Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, budget/accounting principles, and procurement procedures. Must be a skilled leader with the ability to create a professional and constructive environment that fosters a team-oriented and customer service approach to day-to-day operations.