Program Manager – Diversity, Engagement, and Inclusion

Regal Rexnord•Rosemont, IL

8h•Remote

About The Position

Regal Rexnord is seeking an experienced Program Manager, Diversity, Engagement & Inclusion to own the strategy, design, and execution of enterprise-wide initiatives that shape associate experience, strengthen inclusion, and bring our culture and values to life. This role is critical in building a listening-driven organization that translates associate insights into meaningful action, while also enabling Employee Resource Groups (ERGs) and delivering impactful, inclusive communications. This role requires strong cross-functional partnership with HRBPs, HR leaders, Talent, Communications, Analytics, and business leadership teams. It requires strong program management competencies, stakeholder influence, and an ability to balance strategic thinking with hands-on execution in a matrixed environment. This role reports to the Sr Director, Talent Management who oversees Talent Management, Early Career, and DEI.

Requirements

Bachelor’s degree in Human Resources, Business, or related field (MBA preferred).
7 – 10 of experience in employee engagement/employee experience (EX), DEI, talent management, organizational effectiveness, communication, or related HR disciplines.
Strong experience designing and executing employee listening strategies (surveys, insights, action planning, and measurement).
Proven ability to translate data into insights and executive-ready recommendations.
Strong program management capabilities, including planning, organizing, and executing initiatives to ensure timely, high-quality delivery.
Demonstrated ability to influence stakeholders at multiple levels, including senior leaders.
Excellent written and verbal communication skills, with experience creating toolkits, communications, and presentations.
Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization.

Nice To Haves

Data-driven mindset with experience in program measurement and continuous improvement.
Experience in a global manufacturing or industrial environment.
Familiarity with engagement and listening platforms – e.g., CultureAmp, Perceptx, Qualtrics, WTW.
Experience supporting or leading Employee Resource Groups (ERGs).
Exposure to culture transformation, change management, or inclusion strategy in complex organizations.

Responsibilities

Refine and execute a 3-year continuous listening strategy, including engagement surveys, pulse surveys, lifecycle listening, and targeted insights to understand associate experience across the enterprise.
Empower company leaders and HR to translate listening insights into action.
Help set standards to identify priorities, enable action planning, and drive measurable improvements in engagement, inclusion, and retention.
Own engagement measurement and reporting, including dashboards, trend analysis, segmentation, and executive-ready insights tied to business outcomes.
Deploy manager toolkits that strengthen local ownership of engagement (e.g., team conversations, action planning, follow-through).
Identify enterprise-wide themes and partner with stakeholders to design scalable interventions that improve associate experience and culture.
Partner with ERG leaders and executive sponsors to assess needs, triage issues, and co-create solutions.
Establish and reinforce ERG governance and operating rhythm, including charters, annual planning, role clarity, and sponsor engagement expectations.
Gather and report ERG metrics, including participation, membership growth, and event effectiveness; identify opportunities to increase impact and engagement.
Ensure ERG efforts are aligned to enterprise culture priorities and integrated into broader Talent, Engagement, and Inclusion strategies.
Develop and deliver inclusive communications and campaigns that support enterprise DEI priorities, including heritage months, cultural observances, and key moments that shape associate experience.
Create leader-facing toolkits, messaging, and talking points to enable consistent, inclusive communication across teams and geographies.
Own and manage an annual DEI communications calendar, ensuring alignment with business priorities and global applicability.
Partner with Communications and HR to amplify associate stories and voices that reinforce inclusion, belonging, and cultural connection.
Ensure communications reflect inclusive language and are accessible, relevant, and actionable for a diverse, global workforce.