Diversity Equity Inclusion and Culture Leader

DESCRIPTION

Job Summary:

• Manages the development and implementation of diversity programs and initiatives for a business segment or geographical region ensuring alignment with company-wide diversity strategies and processes. Provides leadership and support for Leadership teams and Employee Resources Groups.

• Partners with business and Human Resources leaders in the design and delivery of initiatives and tactics to attract, retain and promote a diverse workforce; implements metrics and leads initiatives focused on the achievement of diversity goals.
• Provides leadership for the startup of Employee Resource Groups and enable their maturity; oversees the business alignment of work objectives; provides inputs into the budgeting process.
• Maintains a strong awareness of diversity issues and trends; educates, coaches and mentors others on the team, in Human Resources and in the business on diversity issues;
• Leads, sponsors and participates in identified diversity projects and initiatives ensuring alignment with global diversity strategies and business objectives.
• Leads diversity policy and process documentation ensuring ongoing accuracy and completeness.
• Manages the financial and operational planning for specified diversity initiatives.
• Leads the development and monitoring of metrics focused on measuring the effectiveness of diversity initiatives.
• Champions an inclusive work environment; demonstrates inclusive behaviors through actions and communications.
• Leads, sponsors and participates on cross-organizational project teams to design, improve and implement diversity programs and initiatives; ensures effective delivery.
• Maintains strong relationships with diversity training and consulting organizations.
• Coaches and mentors diversity specialists; assigns work according to developmental availability, skills, and needs; assesses performance and provides feedback to direct reports.
• Contribute thought leadership in external and internal forums that help strengthen the Cummins employment brand and employee engagement.

• Builds networks - Effectively building formal and informal relationship networks inside and outside the organization.
• Communicates effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.
• Courage - Stepping up to address difficult issues, saying what needs to be said.
• Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.
• Global perspective - Taking a broad view when approaching issues, using a global lens.
• Organizational savvy - Maneuvering comfortably through complex policy, process, and people-related organizational dynamics.
• Change Management - Applies the Cummins structured process and tool set for engaging individuals and organizations through change to achieve and sustain business results and outcomes.
• Cultural Agility - Leverages multiple cultural frameworks, values, and norms; Adapts style in order to be effective across cultures; Recognizes and addresses one's privileges, biases, and cultural preferences; Commits to continuous learning and improvement in diversity, equity, inclusion, and cultural competence; Seeks and utilizes feedback from diverse sources.
• Human Resources Consulting - Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization.
• Data Analytics - Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.
• Values differences - Recognizing the value that different perspectives and cultures bring to an organization.

• College, university, or equivalent degree in Human Resources, Business, or related field or equivalent experience required.
• DEI certification preferred.

• Partners with senior Business and Human Resources leaders in the design and delivery of DE&I strategy, initiatives and tactics to attract, retain and develop a diverse workforce
• Uses metrics and data insights to support the achievement of DE&I goals
• Leads, sponsors and participates in identified DE&I programs and project, and design and develop new DE&I initiatives, ensuring alignment with global diversity strategies, business objectives, and local cultural context
• Provides leadership and coaching for existing Employee Resource Groups, enables their maturation and guides the business alignment of work objectives
• Provides guide and advice to startup of new Employee Resource Groups, addresses inclusion needs and unique challenges/opportunities of diverse employees
• Maintains a strong awareness of DE&I topics and social trends; educates, coaches and mentors others on the team, in Human Resources and in the business on DE&I topics
• Leads, sponsors, and participates on global, cross-organizational project teams to design, improve and implement DE&I programs and initiatives; ensures effective delivery.

• College, university, or equivalent degree in Human Resources, Business, or related field or equivalent experience required.
• DE&I degree, certification, coursework, or relevant experience
• Program Management/Project Management/Change Management certification or coursework
• Data Analytics experience
• Must be fluent in Chinese, as this role requires frequent interaction with local stakeholders, some of whom may only speak Chinese