Director, Inclusion & Engagement

Marmon Holdings•Chicago, IL

1d•Hybrid

About The Position

As a part of the global industrial organization Marmon Holdings—which is backed by Berkshire Hathaway— you’ll be doing things that matter, leading at every level, and winning a better way. We’re committed to making a positive impact on the world, providing you with diverse learning and working opportunities, and fostering a culture where everyone’s empowered to be their best. The Director, Inclusion & Engagement leads the development and execution of enterprise-wide programs and strategies that foster inclusion, strengthen talent retention, enhance employee engagement, and support the company’s business performance and growth objectives. As a key member of the Corporate HR team, this role partners closely with HR and business leaders across more than 100 decentralized global businesses. The Director manages one role, the ESG Specialist. This role serves as a resource to the Inclusion Council and provides leadership and operational support to Employee Resource Groups (ERGs) to increase reach, impact, and alignment to organizational priorities. Recognizing inclusion is highly correlated with positive engagement outcomes, this role leads the design and execution of Marmon’s annual enterprise employee survey providing our businesses with valuable insights to prioritize improvement opportunities. The Director plays a critical role in shaping a positive, inclusive employee experience that fosters connection, belonging, and performance across Marmon's diverse global workforce of 30,000+ employees.

Requirements

Education: Bachelor’s degree in Human Resources, Organizational Development, Education, or a related field is required; master’s degree preferred
Experience: A minimum of 10 years of progressive experience in human resources, talent leadership or related field, with demonstrated expertise and business impact with inclusion and engagement programs in large, complex, global manufacturing environments
Energy: Be a self-driven initiator who recognizes the crucial role inclusion and engagement plays in achieving business outcomes
Expertise, skills and additional experiences: A strategic mindset, adept at collaborating across all organizational tiers, including the C-suite
Strong execution mindset and drive for results
Superb project and program management skills with experience supporting large-scale projects and change management initiatives
Proficiency using HRIS platforms required; Workday experience highly desired
Highly analytical with strong, data-drive decision-making skills
Strong financial skills and business acumen
Previous people leadership experience and management of people-related annual HR processes (performance review, goal setting, etc.) desired
Experience working for a large=decentralized organization is a plus
Proficiency with Microsoft Office365 applications (Outlook, Word, Excel, PowerPoint, Teams, etc.)
Excellent written, verbal, presentation, and facilitation skills with the professional presence to communicate effectively across all levels of the organization
Ability to coach, mentor and develop leaders
Ability to work independently and collaboratively in a fast-paced environment
Excellent time management, critical thinking, and decision-making skills with a bias toward action
Ability to navigate ambiguity and confidently create appropriate solutions in uncertain situations
Committed to acting with integrity and high ethical standards, without exception, to foster and maintain trusted relationships throughout the organization and with all external stakeholders
Willingness to travel (within the U.S.) up to 25% of the time

Nice To Haves

master’s degree preferred
Workday experience highly desired
Previous people leadership experience and management of people-related annual HR processes (performance review, goal setting, etc.) desired
Experience working for a large=decentralized organization is a plus

Responsibilities

Employee Engagement and Listening Strategy and Programs Leverage voice of the customer tools and resources to champion continuous improvement to support our aspiration to be an employer of choice
Lead the end-to-end design, project management, and execution of the annual enterprise employee engagement survey, including methodology, question design, vendor management, and data integrity
Develop communication and training strategies to promote survey participation and ensure leaders across the organization understand survey insights and have the tools, knowledge, and resources to effective action plan throughout the year
Analyze survey results to identify enterprise trends, strengths, and opportunities; present findings to executive leadership and partner with HR leaders to drive action plans and measurable improvement
Establish enterprise metrics and dashboards to monitor progress and correlate engagement and inclusion outcomes with business performance indicators
Inclusion and Belonging Strategy Provide support to the Inclusion Council, ensuring alignment to Marmon’s core values and inclusion strategy in support of business goals
Partner with Council leadership to define annual priorities, develop meeting agendas, manage initiatives, and measure impact
Strengthen the company’s culture of inclusion by advising HR and business leaders on best practices related to belonging, cultural competence, and inclusive leadership
Coordinate selection and onboarding of Council members in accordance with the Council charter
Employee Resource Groups (ERGs) Serve as the central point of support for all ERGs, providing support to executive sponsors and ERG leaders to enhance structure, governance, programming, and engagement across global employee base
Develop standard ERG operating guidelines, annual planning frameworks, and tools to increase consistency and effectiveness across ERGs
Provide support to plan and execute enterprise‑level ERG events, campaigns, and communications to increase awareness, participation, and visibility
Track and report ERG performance metrics, budget usage, and outcomes to demonstrate impact
Coordinate selection and onboarding of ERG Steering Committee leaders
Enterprise Collaboration & Advisory Act as a consultative resource for HR leaders and business units on practices that elevate engagement, teamwork, and inclusion
Build strong relationships with leaders across Communications, Talent Management, Learning & Development, and HR Business Partners to ensure alignment and amplification of enterprise initiatives
Support the integration of engagement and inclusion principles into HR processes, leadership development, and change management activities