Inclusion & Employee Experience Director

Job Summary 

The Inclusion & Employee Experience Director leads enterprise-wide strategies that strengthen organizational culture, belonging, and engagement across all phases of the employee lifecycle. This role develops and implements inclusion and recognition initiatives aligned with CMN’s mission, vision, and values—driving measurable outcomes in engagement, pay equity, and workforce representation. The Director oversees the Unified Council and Flight Crews (employee resource groups), ensuring they operate strategically and consistently with organizational priorities. Partnering across HR and leadership teams, this position embeds inclusive practices into talent, policy, and communication systems to enhance employee experience, recognition, and organizational excellence. Through data, storytelling, and collaboration, the Director ensures every employee feels valued, supported, and connected to CMN’s purpose. 

Core Duties 

1. Strategy, Metrics, and Recognition 

• Develop and implement strategic culture and inclusion plans aligned with organizational goals and performance outcomes. 

• Define, track, and report on diverse talent, equal opportunity and engagement metrics, including pay equity and recognition benchmarks. 

• Maintain documentation and lead submissions for employer recognition and external awards. 

• Identify and remove barriers to inclusion by proactively assessing risks and gaps in current systems and structures. 

2. Employee Engagement and Lifecycle Experience 

• Designs, implements, and oversees a comprehensive rewards and recognition program that reinforces organizational values, celebrates performance and collaboration, and supports a culture of engagement and excellence. 

•  Serves as the owner and coordinator of the annual employee survey, leading all aspects of the process including design, stakeholder education, communications, execution, data analysis, reporting, and facilitation of organizational and departmental action planning. 

• Gains clarity and leads efforts to strengthen the organization’s operating model for a blended workforce—enhancing communication, functionality, and accountability across remote, in-office, and hybrid team members to ensure consistency of culture, experience, and performance. 

• Facilitate storytelling, milestone celebrations, and inclusive meeting practices to reinforce a culture of respect and recognition. 

3. Unified Council, Work-Life, and Belonging Initiatives 

• Leads the Unified Council, setting its strategic direction, agenda, and outcomes to advance organizational priorities around inclusion, belonging, and employee experience. Ensures the council operates effectively and aligns with CMN’s mission, vision, and values. 

• Provides strategic direction for all Flight Crews by establishing consistent standards and ensuring their respective initiatives and activities reflect and reinforce our organizational mission and values, foster cultural engagement, and promote equitable access to work-life programs. 

• Serve as a resource to improve workplace belonging by equipping employees and managers with tools and practices that value diverse experiences. 

4. Inclusive Talent Practices 

• Partner with Human Resources Director to develop and implement structured, inclusive selection processes that align with organizational values. 

• Partner with hiring managers to reduce bias, standardize interviews, and improve candidate experience. 

• Monitor diverse candidate pipeline metrics and track selection data to inform recruitment strategies. 

• Partner with Director, Learning and Performance Management to inform onboarding experiences that promote belonging from day one and accommodate various learning styles. 

5. Values Integration and Policy Alignment 

• Embed organizational values into HR processes, including performance management, rewards and recognition, and communications. 

• Collaborate with HR leadership to recommend and implement inclusive updates to policies and procedures. 

• Partner with Communications Team and leaders to ensure policies and initiatives are communicated in inclusive, accessible and culturally competent ways that reach all employees as intended. 

Additional Duties  

• Lead pulse surveys and employee listening sessions to assess engagement and belonging. 

• Partner with Learning & Development to design and deliver training focused on respectful communication, cultural responsiveness, and inclusive workplace behaviors. 

• Provide guidance and consultation to managers and teams navigating complex or sensitive cultural dynamics. 

Minimum Qualifications 

Education 

• Bachelor’s degree in Diversity, Equity and Inclusion, Human Resources, Business Administration, Organizational Development or related field.  

Experience 

• 3+ years leading inclusion, culture, or engagement initiatives (nonprofit preferred) 

• 3+ years of experience in general HR, Organizational Development or Learning and Performance Management  

• Demonstrated experience building trust and navigating sensitive conversations 

• Skilled in strategic initiative planning, facilitation, and employee coaching 

• Familiarity with data analysis and inclusion and protected class metrics 

• Strong project management and collaboration skills 

• High emotional intelligence, confidentiality, and integrity 

• CDE, PHR, or SHRM-CP or ability to achieve within one year of employment 

Preferred Qualifications 

Education 

• Master’s degree in Diversity, Equity and Inclusion Leadership, Human Resources or related field. 

• Certified Diversity Executive (Institute for Diversity Certification), Diversity, Equity and Inclusion Certificate (American Management Association) or Inclusive Workplace Culture Specialty Credential (Society of Human Resource Management) or equivalent. 

• Candidates located in UT are strongly preferred to enable better collaboration at our SLC office. 

Values 

We are deeply committed to upholding our core values of Integrity, Courage, Collaboration, Accountability, and Excellence. These values guide everything we do, from how we support our employees and partners to how we interact with our communities. Joining our team means embracing these values and contributing to a brighter future for children everywhere. 

Competencies 

1. Action Oriented. Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. 

2. Attracts top talent. Attracting and selecting the best talent to meet current and future business needs. 

3. Business Insight. Applying knowledge of business and the marketplace to advance the organization’s goals. 

4. Communicates Effectively. Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences. 

5. Customer Focus. Building strong customer relationships and delivering customer-centric solutions. 

6. Develops Talent. Developing people to meet both their career goals and the organization’s goals. 

7. Values Differences. Recognizing the value that different perspectives and cultures bring to an organization. 

8. Drives Engagement. Creating a climate where people are motivated to do their best to help the organization achieve its objectives. 

9. Balances Stakeholders. Anticipating and balancing the needs of multiple stakeholders. 

10. Drives Vision and Purpose. Painting a compelling picture of the vision and strategy that motivates others to action. 

Benefits Summary

Children’s Miracle Network (CMN) offers a comprehensive benefits package for full-time employees (and some part-time employees), which includes: 

• Health Insurance: Medical, dental, and vision coverage. 

• Retirement Plans: 403(b) with generous organizational contributions. 

• Paid Time Off (PTO): Tiered by tenure. 

• Family and Medical Leave: In compliance with FMLA and applicable state laws. 

• Disability and Life Insurance: Short- and long-term disability coverage, and employer-paid life insurance. 

• Additional Benefits: Employee assistance programs, wellness initiatives, and professional development opportunities. 

This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the job. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.  

Strong preference will be given to candidates located in UT. However, this position is eligible for remote work, but employment is limited to individuals residing in the following states: AL, AZ, AR, CA, CO, DE, DC, FL, GA, ID, IL, IN, IA, KS, KY, LA, ME, MA, MI, MN, MO, NJ, NM, NY, NC, OH, OR, SC, TN, TX, UT, VA, WA, WV, WI, WY. We currently limit new remote positions to states where operations are already established.