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Deib Jobs in California (NOW HIRING)

Redgate Software

Enterprise Account Executive

Pasadena, CA · Hybrid

$200K - $250K/yr

  • Medical

  • PTO

We support DEIB through our inclusion forum (Belong at Redgate) and regular DEIB events. Redgate is an equal opportunity employer, welcoming applications from all backgrounds. If you need ...

Francis Parker School

Director of Student Belonging

San Diego, CA · On-site

$100K - $125K/yr

  • Medical

  • Dental

  • Retirement

Bridge the gap between DEIB education and practice by creating spaces for student empowerment, identity support, bias-related incidents, and meaningful participation in civil discourse * Partner with ...

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All JobsDeib JobsDeib Jobs in California

Deib information

See California salary details

$53.4K

$63.6K

$74.9K

How much do deib jobs pay per year?

As of Aug 19, 2026, the average yearly pay for deib in California is $63,649.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,753.00 and $68,546.00 per year, depending on experience, location, and employer.

What is a DEIB?

A DEIB job focuses on Diversity, Equity, Inclusion, and Belonging within an organization. Professionals in this role develop and implement strategies to create an inclusive workplace, ensure fair opportunities, and foster a sense of belonging for all employees. They may lead training programs, analyze company policies, and advocate for diverse hiring practices. Their goal is to build a workplace culture where everyone feels valued and supported.

What are some common challenges faced by DEIB professionals in the workplace?

DEIB professionals often encounter challenges such as overcoming resistance to change, addressing unconscious bias, and balancing immediate business needs with long-term cultural transformation. Navigating these obstacles requires strong advocacy skills and creative problem-solving, as well as the ability to engage leadership and employees from diverse backgrounds. Collaborating with multiple departments and leading training sessions are frequent aspects of the role, and building trust across the organization is key to implementing successful DEIB initiatives. While the work is rewarding, it can be complex and requires resilience, adaptability, and a commitment to continuous learning and growth.

What are the key skills and qualifications needed to thrive in the DEIB position, and why are they important?

To thrive as a DEIB (Diversity, Equity, Inclusion, and Belonging) professional, you need a strong foundation in organizational development, employee engagement, and cultural competency, often supported by a relevant degree or specialized training. Familiarity with survey platforms, data analysis tools, policy development, and DEIB certification programs (such as Cornell’s Diversity and Inclusion certificate) is common. Outstanding communication, empathy, facilitation skills, and the ability to navigate sensitive conversations set top candidates apart. These skills are vital for creating a more equitable workplace, driving change initiatives, and supporting diverse teams effectively.

What are the most commonly searched types of Deib jobs in California?

The most popular types of Deib jobs in California are:

What are popular job titles related to Deib jobs in California?

For Deib jobs in California, the most frequently searched job titles are:

What job categories do people searching Deib jobs in California look for?

The top searched job categories for Deib jobs in California are:

Deib jobs near you
Infographic showing various Deib job openings in California as of August 2026, with employment types broken down into 88% Full Time, 11% Part Time, and 1% Contract. Highlights an 90% Physical, 5% Hybrid, and 5% Remote job distribution, with an average salary of $63,649 per year, or $30.6 per hour.

People & Culture Officer

Global Fund For Women

San Francisco, CA • On-site

Full-time

Re-posted 2 days ago

Job description

OVERVIEW
Global Fund for Women envisions a world where movements for gender justice have transformed power and privilege for a few into equity and equality for all. We fund bold, ambitious, and expansive gender justice movements to create meaningful change that will last beyond our lifetimes.
SUMMARY
The People & Culture Officer plays a central role in cultivating an organizational culture where staff feel supported, valued, and empowered to thrive. Reporting to the VP of People & Culture, the People & Culture Officer will support core HR functions, including talent acquisition, onboarding and offboarding, employee engagement, performance management, and Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives. This person will also support the development and implementation of people policies and practices that reflect our organizational values and ensure compliance. The People & Culture Officer will act as a trusted resource for staff at all levels, balancing strategic priorities with day-to-day operations to ensure an inclusive and high-functioning workplace.
KEY RESPONSIBILITIES
Recruitment and Employer Branding
  • Lead the full-cycle recruitment process in collaboration with hiring managers, including developing job descriptions, conducting initial screens, and managing candidate pipelines.
  • Monitor our external reputation and implement strategies to strengthen our employer brand and recruitment processes.
  • Continuously improve the candidate experience to ensure all interactions are responsive, equitable, and aligned with our organizational values.

Employee Experience and Engagement
  • Partner with the VP of People & Culture to develop and implement initiatives that strengthen employee engagement, including staff surveys, team building activities, and retreats.
  • Design and deliver an engaging onboarding experience that equips new staff with the knowledge, resources, and relationships they need to succeed.
  • Support the development and execution of our DEIB roadmap in partnership with Staff Council, the Black Liberation Team, the Executive Team, and our DEIB working groups.
  • Partner with managers and staff to identify professional development needs and coordinate trainings, coaching, and learning opportunities.
  • Support our performance management process by tracking timelines, providing tools for goal setting, advising managers on giving and receiving feedback, and facilitating annual reviews.

People Operations, Policies, and Compliance
  • Monitor compliance with employment laws and regulations, proactively advising on potential risks and recommending solutions.
  • Develop, implement, and communicate clear people policies and procedures that are legally compliant, grounded in equity, and reflective of our organizational culture.
  • Serve as a confidential point of contact for staff on workplace concerns, ensuring timely and appropriate escalation as needed.
  • Conduct regular compensation and benefits benchmarking to ensure equitable and competitive total rewards practices.
  • Maintain and continuously improve HR systems and processes by assessing current workflows, identifying inefficiencies, and implementing solutions.

People Strategy and Organizational Development
  • Partner with the VP of People & Culture to develop and implement a comprehensive people strategy that aligns with our organizational goals and values.
  • Research best practices in HR, people operations, and organizational development, offering recommendations that continually strengthen the employee and candidate experience.
  • Support the communication and rollout of organizational changes, ensuring employees are informed and supported throughout transitions.
  • Create dashboards and track metrics to measure key people outcomes (e.g., turnover, engagement, time to hire) to inform decision-making.
  • Perform other duties as assigned to support the team and broader organizational goals.

KEY TALENTS/WAYS OF BEING
  • Strong interpersonal skills, including empathy, discretion, attentiveness, and clarity in communication.
  • Commitment to equity, inclusion, and belonging, and to fostering an environment where all staff feel respected and supported.
  • Ability to build trust and maintain confidentiality.
  • Collaborative decision-maker who actively elicits input, listens deeply, and fosters collective decision-making through strong facilitation.
  • Demonstrated capacity to manage conflict constructively and facilitate productive dialogue.
  • Ability to work independently and proactively in a fast-paced environment, managing multiple priorities with strong organization, time management, and follow-through.
  • Skilled at balancing big-picture strategy with attention to operational details.
  • Enthusiasm for building organizational culture and supporting people through growth and change.

KEY SKILLS/WAYS OF DOING
  • Minimum of 5 years of progressive HR or People & Culture experience (non-profit or mission-driven environment preferred)
  • Working knowledge of HR best practices, employment law, and compliance requirements.
  • Experience leading recruitment and talent management processes.
  • Demonstrated ability to design and implement HR policies, programs, and systems.
  • Effective and empathetic verbal and written communication skills, with the ability to tailor messages to multiple audiences.
  • Proven ability to build relationships across levels of an organization and serve as a trusted resource.
  • Experience supporting organizational learning and professional development initiatives.
  • Strong organizational skills with the ability to manage multiple projects, priorities, and deadlines.
  • Proficiency with Microsoft Office/Google Workspace tools.
  • Proficiency with HRIS platforms and comfort managing employee data and reports.
  • Commitment to feminist, equity-centered, and community-driven approaches to HR and organizational development.
  • Comfortable working across cultures and in diverse, global contexts.

Salary range of $75,000 - $105,000*
*This range is reflective of our high-market geo and will vary based on the candidate's city and state of residence.
Global Fund for Women is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, national origin, ethnicity, disability, age, sex, gender identity or expression, sexual orientation, or any other status protected by law. Qualified candidates, including but not limited to women, people of color, disabled, and LGBTQI+ candidates are strongly encouraged to apply. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records. The salary range reflects the San Francisco Bay Area salary scales and will be adjusted based on city, state, and/or country of the candidate so that we can ensure internal equity.

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