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IDEX Director, Diversity in Northbrook, Illinois

If you’re looking for a special place to build or grow your career, you’ve found it. Whether you’re an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact.

With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses ( around the globe, chances are, we have something special for you.

Position Description for Director, Diversity- Americas

Position Summary: This position will build strategies and implement tactics aimed at attracting, developing and retaining diverse talent in IDEX businesses in the Americas. In alignment with our commitment to diversity, this director will partner with leaders to create business unit level diversity targets, goals and tactical plans. Under the direction of the Chief Diversity Officer, the Director, Diversity will co-create and execute IDEX’s three year Diversity, Equity and Inclusion Strategic Roadmap. As a part of the roadmap, the Director, Diversity will leverage a variety of tactics and programs (external talent outreach & partnerships, leader training, talent acceleration, business unit KPIs/performance management). The Director, Diversity will report directly to the Chief Diversity, Equity and Inclusion officer and will be a part of IDEXs corporate DEI team. This role is a newly created position that will combine strategy and execution- including interfacing with senior leaders and making data driven decisions to bring about real organizational change as we focus on our diversity and inclusion aspirations, as this is a top priority for the company.

Duties and Responsibilities :

Leverage DEI Metrics to build Regional and BU Diverse Talent Improvement Strategies

  • Partners with HRIS, HR and Legal to build diversity dashboards at the BU, functional and enterprise level. Suggest improvements to the dashboard. Analyzes a broad range of metrics on the flow of talent in the organization (offers, hires, interviews, promotions, turnover, etc).

  • Creates DEI talent targets/milestones that are reasonable and equitable.

  • Leverages Data across the talent management process to create strategies and tactics aimed at improving pipeline and representative diversity at all levels of the organization.

  • Studies the relationship between bias and key drivers in the talent process. Identifies correlations between critical data points in the talent process. Uses data to identify and mitigate bias in the talent process.

  • Aligns regional diverse talent strategies and tactics with BU-level strategies and tactics.

Oversee Diverse Talent Outreach Efforts

  • Establishes relationships with external DEI organizations to support talent outreach

  • In partnership with Talent Acquisition, manages external diverse talent outreach events.

  • Supports the recruitment of diverse college prospects (interns).

  • In partnership with TA and Communications, build diverse employer value proposition for IDEX. Integrates value proposition and messaging at key points in the talent process.

  • In partnership with HR, engages external diverse leadership bench.

Support / Oversee Diverse Talent Acceleration Efforts

  • Embeds data and metrics into the talent review process to ensure tracking and acceleration of diverse talent globally.

  • Partners with ERGs to support and identify emerging diverse leaders.

  • Supports special projects and assignments for diverse talent / drives greater awareness of lesser known diverse talent across the organization.

  • “Brokers” talent across functions by advocating for emerging talents and “nearly available” roles across the enterprise.

Serve as Diverse Talent Change Agent, Coach and Subject Matter Expert

  • Coaches business and functional heads to develop strategies and tactics to increase diversity representation.

  • Leverages technology to mitigate bias and/or improve diversity in the pipeline.

  • Serves as internal expert for leaders and HR in implementing practices that mitigate bias (i.e. diverse interview teams, diverse slate, unconscious bias training)

  • Fosters mentoring and sponsorship relationships across the organization. Where needed, provides training and coaching on mentorship and sponsorship best practices with diverse talents.

  • Ensures tactical recommendations are compliant to state, local and federal laws.

Required Leadership Competencies :

Telescoping ”: The ability to develop and keep focused on the building and achieving a strategy for DE&I at IDEX, translate that into actional steps and be willing to roll-up sleeves, as needed to support the tactical actions and/or remove barriers.

Collaborative and Influential A natural, effective consultative style and a good listener who people want to work with. Quickly able to gain the support and involvement of key internal constituencies to achieve solutions to meet organization's goals. Works with others at all levels to build capability. Influencing others to challenge status quo - will challenge thinking and remain receptive to others’ viewpoints. Being able to influence without authority.

Results orientation with a high say-do ratio. Holds self and others accountable. Recognizes the need to be persistent, given the organization is in the early stages of gaining momentum in DE&I and will need consistent direction, motivation, correction and praise to achieve results.

Change Management. Influence and inspire action in others and respond with vision and agility to bring about the needed change as the organization builds capability incorporating DE&I in its operating rhythms. Will challenge thinking but receptive to others’ viewpoints. Operate with a continual desire to get to the right answer, not be proven right.

80/20 mindset with a focus on the critical few priorities, demonstrating business acumen with the prioritization and setting of DE&I goals.

Comfortable with Ambiguity . Effectively cope with change, shift gears comfortably, decide and act without having the total picture, and handle risk and uncertainty. Being able to create something that hasn’t existed before and charting the path to get there.

Preferred Qualifications & Experience :

  • Prior experience in DE&I, Human Resources, Talent Acquisition or Organizational Development.

  • At least 5-7 years experience of prior leadership experience.

  • Prior Manufacturing or Industrial experience.

  • Drive and patience to make early progress and the need to sustain the effort over the long haul

  • Demonstrate organizational acumen and the ability to work with and influence others toward a common goal

  • Experience designing and developing DE&I programs (e.g., affinity groups, mentoring, internship programs)

  • Exceptional listening and communications skills

  • Experience in sourcing, vetting, and managing external vendors and partners

  • Can manage work effectively and demonstrates strong project management capabilities to take ideas to solutions

  • Ability to translate and synthesize data and complex concepts into concise, easily digestible, and engaging messaging and integrate into meaningful reports and recommendations, with strong attention to detail

Note: This document in no way states or implies that these are the only responsibilities of, and the duties to be performed by, the employee occupying this position.

IDEX is an equal opportunity employer & encourages diverse candidates to apply.

Are you ready to join a different kind of company where our people, our culture, and our commitments are centered around providing trusted solutions that improve lives around the world?

IDEX is an Equal Opportunity Employer and Affirmative Action Employer. IDEX gives consideration for employment to qualified applicants without regard to race, color, religion, creed, genetic information, sex, sexual orientation, gender identity or expression, marital status, age, national origin, disability, protected veteran status, or any other consideration or protected category made unlawful by federal, state or local laws (Minorities/Females/Protected Veterans/Disabled).

Business Unit: Corporate

Job Segment: Corporate