Spencer Stuart

Global Director - Office Of Diversity & Inclusion

3+ months agoChicago, IL

Position Summary
In recent years we have committed to developing a better understanding of the experiences and perceptions of equity and inclusion across the firm. We started this work with a focus on our North America business and an eye toward building on our learnings globally. Our approach was intentional, with a goal to understand and learn, and a keen focus on sustainable impact.

In the wake of recent events and the current light being shone on systemic racism, we want to accelerate our progress. There is a significant and urgent need for our firm to make sustained improvement in this area as it is essential to ongoing relevance with clients and candidates as well as employee satisfaction. This new context compels us to enhance and accelerate the work already in motion and take additional actions and commitments to be part of the solution. It is quite simply the right thing to do and we are deeply committed to building a culture where diversity and inclusion is real, and where everyone who works at Spencer Stuart feels like they belong.

As part of a broader set of actions, we are seeking to add expertise and new perspectives to our discussions on diversity, equity and inclusion across all levels of the organization. Our goal is to form a small team from different functions to support this work. The Director of the Office of Diversity and Inclusion will lead the activities of the team and help advance the priorities and objectives of this team. The Director will establish the Office of Diversity and Inclusion as a center of excellence and a resource for advice and expertise to our teams and leaders, under the leadership of the Chief Talent Officer and the Global Leadership Team (GLT),. The work will cover three different areas of focus: progressing our internal agenda with our teams, how we engage our clients and our voice and presence in the market related to D&I. The individual will work closely with the GLT, Regional Leaders and Functional Leaders to adapt plans as our understanding of the specific Global, Regional or Country needs evolve. The ideal candidate will have the passion and drive to help evolve "the Spencer Stuart of today" into a diverse, equitable and inclusive "Spencer Stuart of tomorrow." The ideal executive will have the ability to drive change in diversity, equity and inclusion in the shorter term, and have the desire to develop professionally beyond the spec into other areas or broader sets of responsibilities within the firm.

Key Relationships

Reports To:

Chief Talent Officer

Other Key Relationships:

Diversity & Inclusion Advisors
Regional Managers and D&I Regional Leaders
Other GLT Members
Talent Acquisition
Human Resources

Key Responsibilities

  • Work with the GLT and Regional Leaders to develop the specific goals and targets and translate priorities into action plans to achieve the firm's goals for D&I.
  • Establish the Office of Diversity and Inclusion as a center of expertise and advice for Regional, Local and Functional Leaders. Share advice and guidance on the best approaches to shape global programs and other activities to support the D&I goals and objectives.
  • Lead key D&I initiatives and programs, working closely with relevant functions and Leadership. Initial initiatives will have a strong focus on our internal teams, for example:
  • Expand and complete our research and discovery work to inform the focus and priorities in EMEA, APAC and LATAM
  • Conduct an Inclusivity and Bias Audit and help augment/design a new, more inclusive taxonomy
  • Define ongoing Talent Review process for priority cohorts

  • Work closely with Regional Leadership, the Chief Talent Officer, HR and Learning & Development to define internal education and global learning and development programs and provide expertise and advice to support the review and revision of core people and talent-related processes (e.g. talent acquisition and promotion processes).
  • Build close relationships with local squads/teams leading D&I efforts at the office or country level. Help facilitate sharing and communication between teams to capture opportunities and learnings.
  • Help establish the firm's group of Global D&I Advisors (a small cohort of external advisors that is in the process of being recruited) as an important voice providing expertise and input to shape the thinking of the GLT on of diversity, equity, and inclusion; work with the GLT and Advisors to agree on the agenda and focus of group and ad-hoc meetings.
  • Raise the level of communication internally on topics related to D&I and advancing our goal of a more inclusive culture. Advise and coach key leaders on how best to reinforce key messages in their own formal and informal communications.
  • Work closely with Marketing and Communications and other firm leaders to advise and partner on efforts related to external communication related to D&I, including coordination of information for annual reports, scorecards, surveys and other client communications.
  • Take an active leadership role to ensure existing strategic external D&I partnerships are managed in a robust way to maximize benefits to the firm and, where needed, identify additional partnerships for the firm to engage with.
  • Develop and measure success criteria to assess the value and impact of the various D&I programs and actions including, but not limited to: measures of the makeup and composition of our team, talent acquisition, development, engagement and retention.
  • Link strategies to talent acquisition objectives, processes and systems to ensure that these strategies are progressive and remain effective to diversify talent pools for hires at all levels.
Key Priorities
  • Engage directly with the firm's top leadership (global, regional and the broader partnership) in building their capability to drive the culture change required to increase inclusion and help diversity thrive.
  • Activate the plans and drive measurable progress in expressing our deep global commitment to D&I, including a clearly articulated mission, guiding principles, goals and priorities for the next 3-5 years.
  • Lead and expand current internal D&I communications and platforms and raise engagement on D&I levels across all regions and cohorts.
IDEAL EXPERIENCE
  • Professional Services Experience: Minimum of 10 years of experience in consulting, executive search or other professional services environments.
  • Diversity & Inclusion Experience/Expertise: 7 + years of proven experience in designing and leading successful Diversity, Equity, & Inclusion programs either as a consultant or internally. Experience with strategy development and change management.
  • C-Suite Exposure: Demonstrated experience successfully engaging with senior executives and leadership teams (C-suite level).
  • Global Mindset: Ideally will have experience in working across borders.
Critical Capabilities for Success

Collaborating and Influencing

Builds and sustains lasting relationships by providing unique, value-added perspectives and high-quality advice, engaging with others over whom no formal authority is held; demonstrates sound judgment, has a unique and professional style, and gains deep insight into the firm's values and priorities. Successful individuals take a consultative approach through their ability to:
  • Influence and garner quick rapport in a highly matrixed environment
  • Maintain a relationship-focused mentality (invites stakeholders to an open dialogue to gain commitment, brings them "on board" and shapes collective consensus)
  • Adapt approach/style to achieve optimum results
Leading Change

Identifies changes or directions that need adjustment. Successful individuals effectively challenge assumptions and norms about "the way things are done" through their:
  • Explicit communication (what must change, why changes are necessary and possible outcomes and cost)
  • Agile communication style (adjusts style to audience to enable understanding and acceptance of change)
  • Encouragement and support (of people to propose changes and ideas)
Quality Execution and Sustainability

Is stakeholder-centric; understands and demonstrates the requirements (skills and know-how) of the role; is efficient (prioritizes own time and manages resources) and productive (focuses on driving results). Ensures successful outcomes are embedded into every aspect of the organizational framework. Successful individuals do this through their:
  • Stakeholder mindset
  • Ownership and accountability
  • Time and project management
Key Characteristics

Candidates should possess the following general business characteristics and personal qualities:
  • Ability to work in a highly matrixed organization with a partnership mentality
  • Self-sufficient with a "roll up the sleeves" mentality
  • Comfortable managing in a virtual context and working with virtual teams
  • Is globally aware; stays current and is well read
  • Self-aware and open to learning
  • High degree of personal integrity and free of existing or potential conflicts of interest
Spencer Stuart is a proud equal opportunity and affirmative action employer. We are committed to non-discrimination without regard to actual or perceived race, ethnicity, creed, color, religion, gender (including pregnancy, childbirth or related medical conditions), national origin, immigration status, ancestry, age, marital status, protected veteran status, physical or mental disability, medical condition, genetic information, sexual orientation, gender identity, or any basis prohibited under applicable federal, state or local law.

Job ID: SpencerStuart-R1803