On December 11, 2015, E.I. du Pont de Nemours & Company (“DuPont”) and The Dow Chemical Company (“Dow”) announced that their boards of directors unanimously approved a definitive agreement under which the companies would combine in an all-stock merger of equals with the combined company to be named DowDuPont™. On September 1, 2017, DowDuPont announced the successful completion of the merger effective August 31, 2017. Shares of DuPont and Dow ceased trading at the close of the New York Stock Exchange, and DowDuPont started tradingunder the ticker symbol “DWDP.” The combined entity is operating as a holding company with three leading, global divisions – Agriculture, Materials Science and Specialty Products.
DowDuPont brings together the complementary portfolios of Dow and DuPont, two innovative, science-based companies. Each of the divisions has a clear focus, an appropriate capital structure, a distinct and compelling investment thesis, scale advantages, and focused investments in innovation to better deliver superior solutions and choices for customers. The new combined company will pursue splitting into three industry-leading, publicly traded companies, with the separations expected to occur within 24months. It is anticipated that these three strong, independent companies will be more competitive than either predecessor company could be on its own, and well equipped for science-driven and profitable, long-term growth.
The “DowDuPont Agriculture Company” (“AgCo”) will be the leading global pure-play agriculture company that unites DuPont’s and Dow’s seed and crop protection businesses. The combined entity will have the most comprehensive and diverse portfolio and robust pipeline with exceptional growth opportunities in the near-, mid- and long-term. The complementary offerings of the two legacy companies will combine to provide growers across geographies with a broad portfolio of solutions and greater choice. Combined pro forma revenue for the DowDuPont Agriculture business is approximately $30 billion with approximately 25,000 employees worldwide.
The Role & RESPONSIBILITIES
As a member of the Global Talent Management team, this position is responsible for establishing the diversity & inclusion vision and strategy and ensuring it is embedded throughout the employee and manager experience with the Agriculture Company. This individual will focus on engaging a diverse workforce, and enabling culture, engagement, inclusion and diversity initiatives to create an environment where employees are engaged, and differences are embraced and used to better serve the needs of customers. The individual will be responsible for assessing current state of engagement, inclusion and diversity across the enterprise, to identify opportunities for enhancements and improvements in both structure and effectiveness, and to ensure consistency with business and customer needs: company-wide culture, strategy, values, behaviors; and industry best practices. This includes assessing already established employee resource groups (ERGs) on current state and potential opportunities for greater engagement and effectiveness, as well as assessing current diversityrecruiting efforts to ensure we’re targeting the right talent for the organization. The individual will also partner across all Human Resource and enterprise stakeholder groups to ensure engagement, inclusion, and diversity strategies and programs are ultimately embedded in appropriate processes and programs.
Serve as a strategist responsible for guiding efforts and creating opportunities to define, assess and promote engagement, inclusion and diversity and to align efforts to the business and functional strategies. This includes guiding the efforts of ERGs to further promote inclusion and diversity.
Act as thought leader, influencer, mentor and advisor to business unit, functional and regional participants and leaders driving engagement, inclusion and diversity.
Serve as the advisor who guides the organization with both internal and external insights as it relates to D&I initiatives.
Develop a measurement strategy to monitor and drive success and hold the organization and our leaders accountable for expected results.
Deepen the global impact of ERGs and leverage them to drive business and talent development innovations and initiatives; assess industry practices of ERGs and how they are evolving and bring that thought leadership internal to the organization.
Serve as subject matter expert to scope targeted diversityrecruiting initiatives, to ensure the right talent is recruited into the organization across all levels; leverage industry and internal best practices as appropriate.
Develop strategic plans for employee engagement focused on common needs and initiatives arising from business unit, functions and regions with a goal of broadening awareness of the organization’s culture, strategy, values and behaviors, enhancing the organization’s reputation and brand image, and meeting local and global needs.
Drive strategic alignment of engagement, inclusion and diversity initiatives with HR strategies/policies/programs (e.g., talent acquisition, talent management).
Partner with Corporate Communications and local communities to supportinternal and external D&I communications.
Keep current on external programs and developments by maintaining contact with other leaders in the field. Bring outside in thinking and best practices into the organization to inform our ongoing commitment to D&I.
Identify and manage relationships with external partnerships and key diversity organizations on behalf of the organization.
Represent the organization at conferences, industry events, etc. to promote the employer brand as a diversity employer of choice.
Develop a D&I learning strategy and partner with the Global Learning organization to communicate and implement.
As a key member of the Talent COE, the Diversity and Inclusion Leader will have at least 10 years of experience within a global, complex, and high-growth organization; and: Knowledge and experience in people management, financial management, and business decision-making is required
Demonstrated track record of success in developing and managing engagement, inclusion and diversity programs, councils and ERGs, and in gaining support from stakeholders in a highly matrixed environment
Prior experience in developing targeted diversityrecruiting strategies and implementing global approaches to attract and hire the right talent to the organization
Culture design and transformation experience highly preferred, with a focus on change management experience, implementing enterprise wide initiatives and programs
Diverse HR and Talent Management experience a plus; experience with subject matters related to EEO a plus
Strong analytical and problem-solving skills with an inquisitive disposition
Demonstrated track record of taking initiative, leading large complex projects, working in a fast-paced matrixed environment and handling multiple and changing priorities simultaneously
Strong business and customer orientation
Excellent interpersonal and consulting skills; ability to assess needs, collaborate and deliver practical solutions that drive results
High degree of organizational savviness with experience in navigating complex organizations and making the right connections to drive work forward, while anticipating potential shifts
Highly organized, attention to detail and excellent follow-through required
Bachelor’s degreerequired in business, HR or similar field although Master’s is strongly preferred.