Specific responsibilities include:
- Provide thought leadership, rooted in research, external insights and best practices, direction, advice, and counsel to senior leaders and/or Human Resources.
- Design long-term strategies and implementation plans for a more inclusive culture, increasing the representation and advancement of diverse talent, and ensuring equitable behaviors and outcomes.
- Enhance current and build new programs and processes to ultimately improve our diversity efforts related to talent attraction, onboarding, development, engagement, compensation, and retention.
- Update and educate key stakeholders on the local, national and global ED&I landscape. This includes staying well-informed of current and emerging issues to provide broad perspective and timely awareness across the organization.
- Build strong networks with lab leadership, Employee Resource Groups, SLAC staff, Stanford, DOE, and external stakeholders to learn, educate and share best practices.
Implementation & Assessment
- Collaborate, consult and negotiate with senior leaders and key stakeholders to address and resolve critical issues, and develop and implement new policies and initiatives.
- Assess for bias and lead mitigation in hiring, development, promotion, compensation and equity practices.
- Define and deliver best-practice approaches to build pipelines for diverse talent.
- Lead the implementation of the diversity programs, tools and frameworks.
- Partner with HR to provide guidance for diversity training, outreach, hiring, and retention initiatives.
- Identify key performance indicators and analysis of ED&I data. Present institutional statistics for monitoring. Report data on performance to key stakeholders to drive decisions and action.
- Regularly measure, analyze, and assess and report on ED&I progress (engagement survey, demographic data, focus groups, etc.), highlighting areas of strength and areas of for further development, and identify action steps to improve areas of opportunity.
Build Inclusive Culture
- Develop new approaches for internal awareness, engagement, and accountability across the lab to embed ED&I objectives in our goals.
- Establish programs to help ensure we have a workplace that is welcoming to all and where all can be successful.
- Work with the SLAC Communications team to develop a communications strategy that helps position ED&I as a fundamental part of the Lab’s culture.
Education and experience:
- Bachelor’s degree and 15 years of in-depth relevant professional experience, or combination of education and relevant experience at least 5 years of experience leading the diversity, equity, inclusion and belonging space.
- Proven track record of developing diversity and inclusion frameworks that connect to an organization’s mission and business strategy for growth and scalability.
- Deep understanding and strong application of the concepts related to diversity and inclusion, as well as organizational structures that impact the implementation and management of effective change efforts.
- Track record of driving systematic processes to implement effective change in an organization through a demonstrated understanding of applied behavioral science.
- Strong project/program management skills with a demonstrated effectiveness in the following: data analysis, interpersonal communication, consulting, facilitation, influencing and people leadership.
- Exceptional interpersonal skills and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group, including senior leaders.
- Demonstrated leadership skills and management courage.
- Demonstrated end-to-end experience in the development and execution of organization-wide initiatives.
- Strong analytical, critical thinking, creative problem solving, judgment, negotiating, influencing, and strategic decision making skills. Ability to maintain confidentiality, tact, and diplomacy.
- Excellent facilitation and oral and written communication skills; ability to prepare clear and concise reports and deliver formal presentations or training to senior management and other audiences.
In addition, preferred requirements include:
- An advanced degree preferred.
- Experience working in a university, federal agency, or national laboratory.
- A good working knowledge of issues of equity, diversity and inclusion specifically in STEM fields
- Experience with fiscal management and with budget formulation and program execution.
SLAC manager competencies:
- Results through Others: Achieves expected results by effectively delegating and managing the work of others.
- Aligns Priorities: Ensures planning and prioritization of resources and work efforts; ensures alignment of direct and matrix reports to support organizational goals and business plans.
- Applies Lab Acumen: Maintains understanding of lab efforts and direction as well as current research and trends, considers technology and customer impacts, and contributes relevant, informed ideas to lab growth.
- Navigates Complexity: Demonstrates effective problem-solving and decision-making in complex situations; manages a multitude of information and circumstances to discern what is most important; takes appropriate action, even with conflicting data or in difficult situations.
- Communication: Ensures effective information flow to various audiences and creates and delivers clear, appropriate written, spoken, presented messages.
- Relationships: Builds relationships to foster trust, collaboration, and a positive climate to achieve common goals.
- Self-awareness: Seeks feedback from others and takes ownership of, and actions to address what is learned; recognizes impact on others and adjusts as needed; pursues continuous learning opportunities; implements a meaningful development plan.
- Team Effectiveness: Effectively motivates team members and fosters a diverse and collaborative environment; leverages individual members’ strengths for overall team effectiveness; incorporates insights to improve team operations.
- Purpose & Vision: Articulates a clear vision of expected outcomes; inspires others to execute work plans and feel a sense of purpose and ownership for the mission.
- Attracts & Develops Employee Talent: Plans for, attracts, and hires the right talent for current and future organizational needs; operates with a focus on growing internal talent through organizational and staff development; values and encourages continuous growth development through a blend of work experiences, coaching, and formal learning; aligns individual development with organizational needs and objectives.