Manager, Culture & Inclusion
About The Position
The Manager, Culture & Inclusion plays a key role in advancing an inclusive, values-driven workplace at DePuy Synthes. This role partners with HR, business leaders, and cross-functional stakeholders to design, implement, and sustain culture and inclusion initiatives that strengthen employee engagement, leadership capability, and organizational effectiveness. In addition to leading culture and inclusion programs, this role serves as a key steward of workforce data governance, U.S. workforce compliance reporting, and human capital disclosures. The Manager will oversee critical regulatory reporting processes, support external ESG and non-financial disclosures, and leverage workforce insights to inform strategic decision-making. This highly visible role offers the opportunity to influence employee experience, support organizational transformation, strengthen workforce transparency, and help shape the future culture of a standalone orthopedic leader. The successful candidate will bring strong analytical capabilities, governance discipline, stakeholder partnership, and the ability to move seamlessly between strategy and execution in a highly matrixed, regulated environment.
Requirements
- Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field (required).
- Typically requires 6-8 years of progressive experience in culture and inclusion, organizational development, HR, workforce analytics, compliance reporting, ESG reporting, or related fields.
- Demonstrated experience designing and implementing culture, inclusion, employee engagement, or organizational effectiveness initiatives.
- Experience managing workforce analytics, HR data, reporting, governance, or compliance-related processes.
- Strong analytical skills with the ability to interpret workforce, engagement, human capital, and operational data and translate insights into action.
- Experience partnering with senior leaders and cross-functional stakeholders in a consultative capacity.
- Proficiency in English required.
Nice To Haves
- Master’s degree in Organizational Development, Human Resources, or a related discipline (preferred).
- Experience supporting culture and inclusion initiatives within a global organization.
- Experience supporting EEO-1, VETS-4212, pay data reporting, affirmative action reporting, or other workforce compliance reporting processes.
- Familiarity with ESG, sustainability, CSRD, ESRS, human rights, or human capital disclosure requirements.
- Experience establishing workforce data governance practices, audit readiness documentation, and reporting controls.
- Experience integrating culture and inclusion principles into leadership development, talent management, or organizational effectiveness processes.
- Experience working through organizational transformation or growth initiatives.
- Excellent communication, facilitation, project management, and stakeholder management skills.
- Inclusion, diversity, organizational development, or change management certifications (preferred).
Responsibilities
- Lead the development and execution of culture and inclusion strategies aligned with business priorities, organizational values, and employee experience objectives.
- Partner with HR and business leaders to embed inclusive practices across talent, leadership, engagement, and organizational effectiveness processes.
- Design and support programs that strengthen belonging, employee engagement, inclusive leadership, and culture transformation initiatives.
- Own or coordinate the annual U.S. workforce compliance reporting calendar, including EEO-1, VETS-4212, and applicable state or local workforce and pay data reporting requirements.
- Partner with HR Operations, People Analytics, HRIS, Talent Acquisition, Total Rewards, Payroll, Legal, Finance, and external vendors to ensure accurate, timely, and well-documented workforce reporting submissions.
- Establish governance processes, data definitions, validation controls, documentation standards, and evidence retention practices that support compliance reporting accuracy and audit readiness.
- Serve as a subject matter expert for workforce, culture, inclusion, human capital, and employee resource group data used in external non-financial and ESG-related disclosures.
- Support workforce-related disclosures and reporting requirements, including CSRD, Human Rights reporting, human capital management disclosures, sustainability reporting, ESG frameworks, surveys, ratings, and stakeholder requests.
- Analyze engagement, workforce, culture, inclusion, and compliance-related data to identify trends, risks, opportunities, and actionable insights for leaders.
- Develop dashboards, executive-ready reports, and measurement frameworks to monitor program effectiveness, reporting quality, workforce trends, and progress against organizational priorities.
Benefits
- Vacation –120 hours per calendar year
- Sick time - 40 hours per calendar year; for employees who reside in the State of Colorado –48 hours per calendar year; for employees who reside in the State of Washington –56 hours per calendar year
- Holiday pay, including Floating Holidays –13 days per calendar year
- Work, Personal and Family Time - up to 40 hours per calendar year
- Parental Leave – 480 hours within one year of the birth/adoption/foster care of a child
- Bereavement Leave – 240 hours for an immediate family member: 40 hours for an extended family member per calendar year
- Caregiver Leave – 80 hours in a 52-week rolling period
- Volunteer Leave – 32 hours per calendar year
- Military Spouse Time-Off – 80 hours per calendar year
- Employees are eligible to participate in the Company’s consolidated retirement plan (pension) and savings plan (401(k)).
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
