Senior Director - Diversity Equity Inclusion & Employee Experience

MFS Investment Management • Boston, MA

2d • Hybrid

About The Position

At MFS, you will find a culture that supports you in doing what you do best. Our employees work together to reach better outcomes, favoring the strongest idea over the strongest individual. We put people first and demonstrate care and compassion for our community and each other. Because what we do matters – to us as valued professionals and to the millions of people and institutions who rely on us to help them build more secure and prosperous futures. THE ROLE The Senior Director - Diversity, Equity, Inclusion & Employee Experience (DEI & EX) will set the vision, strategy and priorities for shaping a workplace culture where all employees feel valued, respected, and empowered to do their best work. The role drives enterprise strategies, programs, and practices that foster DEI, belonging, and a consistent, high-quality employee experience across the full employee lifecycle/journey. This role integrates DEI, culture, engagement, experience design, employee communications, and the Employee Value Proposition (EVP) to enable organizational performance, innovation, and retention. By aligning these capabilities, the team ensures consistent messaging, authentic storytelling, and inclusive practices that reflect who we are as an employer and how employees experience work every day. The role and DEI & EX team will partner closely with HR Centers of Expertise (COEs), HR Business Partners (HRBPs), Corporate Communications, Corporate Citizenship and Community Advocacy, and business leaders to embed inclusive and experience-driven practices into everyday operations rather than treating them as standalone initiatives.

Requirements

• Bachelor’s degree or equivalent experience.
• Minimum of 15 years of progressive experience in DEI, employee experience, HR, or organizational development, with at least 5 years in a leadership role.
• Significant asset management or financial services business experience.
• Proven ability to influence senior leadership and align strategic objectives with overarching enterprise goals
• Expertise in diversity, equity, inclusion, and belonging principles, with a proven ability to drive cultural transformation.
• Strong understanding of employee experience design, engagement strategies, and the employee lifecycle.
• Exceptional communication and storytelling skills, with the ability to craft compelling narratives that resonate with all audiences.
• Proficiency in leveraging data and analytics to measure program effectiveness and inform decision-making.
• Demonstrated ability to build and maintain strong relationships with cross-functional teams and internal partners.
• Experience managing and mentoring diverse teams across the enterprise to achieve organizational goals.

Responsibilities

• DEI & Belonging Strategy Define and evolve the enterprise DEI and belonging strategy aligned to strategic business priorities. Establish guiding principles, frameworks, and enterprise standards for enabling DEI practices globally. Responsible for planning, execution and optimization of DEI efforts across the organization, with external partners and communities. Identify systemic barriers and recommend policy or process improvements. Serve as a thought leader on inclusive culture to drive behavioral expectations. Partner with business unit leaders in various regions to ensure DEI strategies are globally relevant while allowing for local customization.
• Employee Experience Design Apply human-centered design principles to HR programs, policies and communications. Partner with COEs to ensure consistency and quality of employee touchpoints. Prioritize high-impact employee journey points/events (e.g., onboarding, leadership transitions) to maximize resource efficiency and scalability. Leverage AI to enhance employee listening & help with actionable recommendations.
• Engagement & Culture Employee Communications Develop and lead the employee communication strategy in partnership with Enterprise Communications designed to evolve, sequence and prioritize internal employee communications ensuring employees have easy and early access to HR/DEI information. Develop initiatives that strengthen psychological safety, belonging, trust and connection. Lead employee communications that are clear, timely and engaging, reinforcing transparency and alignment during both steady-state operations and change. Support leaders and managers with tools, playbooks, and messaging to enable inclusive leadership and consistent employee experiences. Champion cultural norms and narratives that reinforce innovation, adaptability, accountability and shared purpose. Partner with Communications team to ensure messaging is aligned across channels and ensuring consistency.
• Employee Brand and EVP Stewardship Shape and steward the Employee Value Proposition (EVP), ensuring it authentically reflects the employee experience and aligns with business and talent strategies. In partnership with Employer Brand advance efforts where employees feel independent, empowered to be creative and innovative in service of delivering excellence for clients. Ensure internal and external employer messaging is consistent, inclusive, and differentiated. Partner with Talent Acquisition, Communications, and HR leaders to align candidate and employee experiences with EVP and cultural expectations. Use storytelling and employee voices to reinforce who we are as an employer and how work is experienced across the organization. Regularly evaluate the EVP to ensure it evolves with employee expectations and remains competitive in the talent market. Collaborate with regional teams to ensure EVP messaging resonates across diverse geographies and cultural contexts.
• Governance, Measurement & Insights Leverage employee data and analytics to manage progress around inclusion, experience, engagement and EVP outcomes. Synthesize engagement, listening, and cultural data into strategic recommendations. Monitor trends and proactively address risk areas or opportunity gaps. Provide reporting and storytelling that links culture, experience and EVP to business performance. Establish a governance and measurement framework to evaluate progress against broad goals and experience outcomes across HR and business leaders. Partner with People Analytics to establish correlations between Inclusion & Experience initiatives and measurable business outcomes, ensuring clear value delivered by programs.
• Programs & Community Building Oversee employee resource group (ERG) frameworks and governance to ensure alignment with enterprise goals while allowing flexibility for specialized initiatives. Design enterprise campaigns or initiatives that strengthen connection and shared identity and belonging. Ensure programs are scalable, measurable, and aligned to strategy and EVP.

Benefits

• This position is eligible for competitive incentive bonus.
• MFS contributes an amount equal to 15% of your base salary to your retirement account that is separate from the company -sponsored 401(k)
• Education Assistance: MFS contributes $100 monthly up to $10,000 lifetime maximum directly to loan provider
• Education Assistance: Tuition reimbursement up to $8,000 annually
• Education Assistance: Access to discounted tutors and college coaches
• Generous time off and fully paid leaves including 20-weeks for maternity, 12-weeks for parental and caregiver leaves
• Choice of medical and dental plans and an and an employer contribution into the Health Savings Account
• Tax deferred commuter benefits & flexible spending accounts (medical & dependent care)
• Wellness Programs: Robust wellness webinars, employee assistance program with a focus on mental health, subsidized fitness benefit via Wellhub (formerly Gympass), where you can workout at gyms, studios and boutique fitness locations near you, join virtual personal training sessions and access a wide variety of well-being apps

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Number of Employees: 501-1,000 employees