Head of Culture & Inclusion

AIG•Atlanta, GA

5d•Onsite

About The Position

We are seeking a Head of Culture & Inclusion to lead the company’s approach and execution for building a culture of inclusion across the employee experience lifecycle. A central focus of this role will be overseeing and elevating our Employee Resource Groups (ERGs) as engines of community, development, and business impact. This leader will design and execute enterprise-wide Culture & Inclusion strategies, partner with executive & HR leadership to embed inclusion into business practices, and ensure that ERGs have the structure, support, and visibility needed to thrive.

Requirements

8+ years of experience in Culture & Inclusion, Employee Engagement, HR, or Organizational Development.
Proven success designing and implementing Inclusion strategies in a complex or global organization.
Strong track record of building, scaling, and supporting Employee Resource Groups (ERGs) or employee networks.
Excellent communication and facilitation skills, with the ability to influence and inspire across all levels of the organization.
Strong analytical skills with the ability to design, measure, and interpret impact metrics.
Strong project management and organizational skills with the ability to manage multiple initiatives simultaneously.

Nice To Haves

Experience leading global Culture & Inclusion initiatives across multiple regions or markets or matrixed organizations.
Demonstrated ability to engage senior executives and business leaders as active champions of DEI.

Responsibilities

Develop and drive the AIG Culture & Inclusion strategy with a strong focus on embedding inclusion into talent practices.
Partner with HR, Talent Acquisition, L&D, and Communications to integrate Culture & Inclusion initiatives into the employee lifecycle.
Oversee the growth, governance, and sustainability of Employee Resource Groups (ERGs) as a cornerstone of the Culture & Inclusion agenda.
Establish consistency of governance models, operating principles, and toolkits for ERGs that ensure they are empowered, accountable, and aligned to business priorities.
Track and report ERG impact metrics, including participation, engagement, leadership pipeline contributions, and cultural outcomes.
Manage Culture and Inclusion budgets and ensure equitable resource allocation across groups.
Build external partnerships with professional networks and industry groups to strengthen C&I and ERG initiatives.