Director Inclusion Jobs in Ohio (NOW HIRING)

PositionDescription:
Serveas enterprise operational leader to translate Inclusion strategy intodisciplined execution, measurable outcomes, and scalable business practicesacross organization. Partner closely with Inclusion leadership to build and implementfunctional operating model, including governance, enterprise program execution,workforce planning integration, executive reporting, operational riskmanagement, team leadership, and cross-functional alignment. Bring structure,accountability, and execution excellence to broad portfolio of enterpriseinitiatives, embedding Inclusion priorities into business and talent processes,leadership practices, and organizational decision-making.

Essential Duties & Key Responsibilities:
Lead enterprise operating model for Inclusion, translating strategic priorities into clear plans, accountable workstreams, measurable milestones, and sustained execution.

Develop annual operating plans, implementation roadmaps, governance routines, and performance standards aligned to enterprise priorities and business needs.

Drive operational discipline across Inclusion portfolio, including Talent Insight Reporting, Inclusion Action Committee (IAC), Employee Resource Groups (ERGs), Inclusion Advocate Network (DAN), Inclusive Leadership Academy (ILA), workforce development, leadership development, and planning initiatives.

Establish consistent execution practices across programs, stakeholders, and business locations to improve scalability, alignment, and impact.

Identify opportunities to modernize Inclusion function through stronger governance, improved data practices, streamlined processes, clearer accountability, and enhanced integration with business and talent priorities.

Design and manage enterprise governance structures, reporting cadences, decision-making forums, accountability processes, and escalation protocols.

Lead quarterly business reviews, program assessments, and operational performance discussions to evaluate progress, monitor program health, participation, effectiveness, stakeholder experience and business relevance; identify risks and recommend improvements that increase impact, sustainability and continuous drive continuous improvement.

Serve as operational owner of the Talent Insight Reporting process, with disciplined execution, stakeholder alignment, data integrity, executive reporting and accountability for workforce action plans.

Partner with Human Resources (HR), Talent Management (TM), HR Analytics, and business leaders to translate workforce data into actionable insights related to representation, succession, mobility, development pipelines, promotion trends, and workforce planning commitments.

Partner with analytics resources to develop executive-ready reporting, dashboards, summaries, and recommendations that inform leadership decisions.

Lead operational integration across enterprise Inclusion portfolio to ensure aligned, sequenced, resourced, measured, and connected programs to broader business priorities.

Manage enterprise Inclusion operating calendar, ensuring coordination across major initiatives, reporting cycles, leadership forums, communications, and stakeholder commitments.

Manage program budgets, vendor relationships, resource planning, and operational risks to ensure responsible stewardship and effective delivery.

Provide enterprise leadership, governance, and operational direction for Employee Resource Groups and Inclusion Advocate Network; establish standards for strategic planning, leader onboarding, membership engagement, leadership capability, impact measurement, best practice sharing and alignment to enterprise priorities.

Lead operational strategy and execution for the ILA, including cohort planning, participant selection, vendor management, budget oversight, communications, program delivery, evaluation, and reporting.

Develop and maintain enterprise dashboards, scorecards, executive summaries, quarterly reviews, and performance reporting for Inclusion priorities; establish and refine key performance indicators that measure program execution, workforce trends, participation, leadership engagement, and business impact.

Translate workforce analytics, engagement data, program outcomes, and stakeholder feedback into clear insights, risks, and recommendations for senior leadership; ensure reporting moves beyond activity tracking to meaningful analysis, decision support, and accountability.

Support enterprise sustainability, ESG, and other external or internal reporting requirements as appropriate.

Build trusted partnerships across HR, TM, Knowledge & Learning, Legal, Operations, Business Center leadership, Inclusion Action Committee sponsors, ERG leaders, Inclusion Advocates, and other key stakeholders.

Influence senior leaders and cross-functional partners to align priorities, remove barriers, make decisions, and follow through on commitments; represent Inclusion function in cross-functional forums.

Lead, coach, and develop Inclusion team members, by establishing clear priorities, roles, workflows, performance expectations, and accountability standards; manage team capacity, workload, development and execution routines to ensure high-quality delivery across enterprise priorities while fostering a culture grounded in collaboration, operational discipline and continuous improvement.

Identify operational, workforce, reputational, legal, and program risks related to Inclusion initiatives; partner with Legal, HR, and Inclusion leadership to ensure programs align with applicable laws, regulations, company policies, and evolving external expectations.

Monitor workforce, industry, regulatory, and business trends to inform program design, leadership recommendations, and the ongoing evolution of the Inclusion function.

Represent the organization at internal and external meetings, conferences, and professional events as appropriate.

Leverage AI-enabled tools and technology platforms to improve program data collection, automate reporting workflows, and enhance the scalability and efficiency of Inclusion program operations.

Supervise team members and participate in hiring process, onboarding, and deliver timely performance feedback for direct reports, contribute to performance appraisals during annual performance cycle, utilize talent management systems.

Other activities, duties, and responsibilities as assigned.