Director, Inclusion Operations

About the role

Serve as enterprise operational leader to translate Inclusion strategy into disciplined execution, measurable outcomes, and scalable business practices across organization.

Responsibilities

• Lead enterprise operating model for Inclusion, translating strategic priorities into clear plans, accountable workstreams, measurable milestones, and sustained execution.
• Develop annual operating plans, implementation roadmaps, governance routines, and performance standards aligned to enterprise priorities and business needs.
• Drive operational discipline across Inclusion portfolio, including Talent Insight Reporting, Inclusion Action Committee (IAC), Employee Resource Groups (ERGs), Inclusion Advocate Network (DAN), Inclusive Leadership Academy (ILA), workforce development, leadership development, and planning initiatives.
• Establish consistent execution practices across programs, stakeholders, and business locations to improve scalability, alignment, and impact.
• Identify opportunities to modernize Inclusion function through stronger governance, improved data practices, streamlined processes, clearer accountability, and enhanced integration with business and talent priorities.
• Design and manage enterprise governance structures, reporting cadences, decision-making forums, accountability processes, and escalation protocols.
• Lead quarterly business reviews, program assessments, and operational performance discussions to evaluate progress, monitor program health, participation, effectiveness, stakeholder experience and business relevance; identify risks and recommend improvements that increase impact, sustainability and continuous drive continuous improvement.
• Manage enterprise Inclusion operating calendar, ensuring coordination across major initiatives, reporting cycles, leadership forums, communications, and stakeholder commitments.
• Manage program budgets, vendor relationships, resource planning, and operational risks to ensure responsible stewardship and effective delivery.
• Lead operational strategy and execution for the ILA, including cohort planning, participant selection, vendor management, budget oversight, communications, program delivery, evaluation, and reporting.
• Develop and maintain enterprise dashboards, scorecards, executive summaries, quarterly reviews, and performance reporting for Inclusion priorities; establish and refine key performance indicators that measure program execution, workforce trends, participation, leadership engagement, and business impact.
• Translate workforce analytics, engagement data, program outcomes, and stakeholder feedback into clear insights, risks, and recommendations for senior leadership; ensure reporting moves beyond activity tracking to meaningful analysis, decision support, and accountability.
• Represent the organization at internal and external meetings, conferences, and professional events as appropriate.
• Leverage AI-enabled tools and technology platforms to improve program data collection, automate reporting workflows, and enhance the scalability and efficiency of Inclusion program operations.
• Supervise team members and participate in hiring process, onboarding, and deliver timely performance feedback for direct reports, contribute to performance appraisals during annual performance cycle, utilize talent management systems.

Qualifications

• Bachelor’s Degree from accredited program in Human Resources, Organizational Development, Business Administration, Psychology, Communications, or a related field of study, with a minimum of 10 years of progressive experience in Inclusion, operations, leadership, enterprise program management, workforce planning, talent management, organizational development, Human Resources, or equivalent combination of education, training, and experience; Master’s Degree preferred but not required.
• Project Management Professional (PMP), Prosci Change Management, or equivalent enterprise program management certification, a plus.
• Construction industry experience or familiarity with operational structures, field-based workforces, and Business Center/Business Unit organizational models, a plus.
• Experience leading enterprise-wide initiatives, managing complex cross-functional portfolios, building governance and accountability systems, and translating strategy into measurable execution.
• Experience with workforce planning, succession planning, talent analytics, executive reporting, and leadership-facing presentation development.
• Strong understanding of Inclusion concepts, workplace practices, talent processes, workforce analytics, change management, and continuous improvement.
• Exceptional business acumen, executive presence, judgment, and ability to influence outcomes across functions and leadership levels.
• Advanced analytical, problem-solving, planning, and decision-support capabilities.
• Presentation delivery with professional verbal, written, facilitation and communication skills; able to engage across organizational levels including executive levels.
• Proficient computer skills, Microsoft Office suite of applications, reporting tools, collaboration platforms, and Artificial Intelligence (AI) enabled productivity tools.