Senior Manager, Community & Inclusion

Mammoth Brands • New York, NY

9h • $135,000 - $155,000 • Hybrid

About The Position

Mammoth Brands is entering a transformative chapter in our organizational culture. We are evolving our approach to inclusion from a community-based model to a strategic business lever. We are seeking an experienced Senior Manager, Community & Inclusion to lead this evolution, serving as the architect for our Employee Resource Group (ERG) ecosystem and the broader inclusion strategy.
In this role, you will act as a strategic advisor to leaders, employees, and ERG sponsors. You will move beyond event coordination to build the operational infrastructure—governance, metrics, and leadership accountability—that ensures our culture drives tangible business results. We’re looking for an experienced DEI practitioner with a strong HR foundation, who will marry business context, practical experience, and best practices into a single approach.

Requirements

• 5+ years of experience in People Operations, HR Business Partnering, or DEI Program Management.
• Demonstrated experience managing Employee Resource Groups (ERGs) or volunteer communities with a focus on operational strategy rather than just event planning. You have a strong perspective on "what good looks like" regarding inclusion strategy and the experience to tailor it to our business needs.
• People whisperer and coach, at all levels. You naturally build strong relationships at all levels. You are a sought after coach and thought partner for all employees. Experienced coaching senior leadership (Director/VP+).
• Strong data fluency. You translate engagement metrics into business insights; you can design new processes from scratch and drive adoption.
• An "HR Generalist" at heart. You understand the broader People ecosystem. You are familiar with how inclusion intersects with People Business Partner (PBP) work, compensation, hiring, and people analytics.
• Growth-minded. You have an idea of where to start, but understand and are open to that not being the best or only course of action. You aren’t afraid to admit to when you’ve made a mistake or don’t know the right next step.
• An experienced advocate. You’ve supported employees, leaders and the broader company on a change curve before; you’re not afraid to speak up, and you know how to do it kindly but firmly.

Responsibilities

• Design and execute a comprehensive operational strategy for our ERGs.
• Be a present and engaged member of all ERG spaces; host regular meetings and check-ins with ERG leaders and sponsors.
• Develop a process for – and own – onboarding and offboarding for ERG leads and sponsors.
• Manage budget allocation and ensure ERGs resources are directed to high-impact initiatives.
• Serve as the primary point of contact for ERG governance. Provide coaching to ERG Leads as needed; ensure ERGs have the right level of context and information about internal organizational change.
• Meet regularly with ERG leaders and sponsors; create community spaces for leaders in those groups.
• Maintain an annual ERG calendar of events, supporting ERGs in executing events as needed.
• Have a perspective on what successful ERG leadership looks like, and the role it plays in general performance and progression at Mammoth Brands.
• Define a professional development roadmap for ERG leaders.
• Provide high-touch coaching and constructive feedback to senior executives. Ensure leaders have the right level of context and information to understand how our ERG population and broader community are feeling at any given time.
• Develop toolkits, facilitation guides and conflict resolution frameworks for our executive population to support change management.
• Collaborate with the broader People Team to ensure inclusion data informs downstream processes in talent acquisition and talent management.
• Develop a perspective on metrics that are relevant and meaningful based on our diversity and inclusion strategy; work with the People Operations team to accurately measure and regularly monitor key metrics.
• Make the data meaningful to our leadership and broader company audience, by engaging in compelling data storytelling to share outcomes, progress, and challenges.
• Partner with the Senior Director of People to define the 1-3 year roadmap for inclusion at Mammoth Brands.
• Assess the state and efficacy of current programs; make recommendations on future programming and steps get there.
• Assess current training / DEI education; make recommendations on future education at various levels in the organization, designed in support of the broader inclusion strategy at Mammoth Brands.

Benefits

• Medical, dental, and vision coverage
• 401k match
• Equity in Mammoth Brands
• Flexible time off and working hours
• Wellness and L&D stipends
• 4 weeks sabbatical after 5 years, 6 weeks after 10 years, and 8 weeks after 15 years
• 20 fully paid weeks off for parents who give birth, or 16 fully paid weeks off for all other paths to parenthood
• Fun IRL and virtual events including happy hours, team building events, and parties on our rooftop
• Free products from all of our brands

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed
• Number of Employees: 501-1,000 employees