IDEX Global Director, Inclusion & Belonging 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 (https://www.idexcorp.com/our-businesses/business-segments/) around the globe, chances are, we have something special for you.
Position Description for Global Director, Inclusion & Belonging
The mission of the Global Director, Inclusion and Belonging is to create strategies, tactics and practices that enable leaders build more inclusive organizations and teams. As a member of the global DEI team, this leader will help embed inclusion expectations and build inclusive leadership competence for IDEX’s global leaders. They will build upon the IDEX Difference to ensure IDEX leaders have models, practices, tools and measures aimed at building inclusive teams. A respected thought leader, the Global Director, Inclusion and Belonging serves as coach and thought partner to VPs and GMs to expand Inclusive Leadership and Inclusive Team functioning. They will also partner with front line leaders and employees to ensure an inclusive culture is sensed and experienced at all levels of the organization. In this newly created position this leader will help IDEX to unlock the potential of diverse, inclusive teams to support the company’s growth and innovation aspirations.
Duties and Responsibilities :
Embed inclusive expectations, learning and practices in our key processes and culture.
Establishes Inclusion competencies for IDEX leadership and employees. Embeds research-based behavioral competencies in IDEX performance expectations and goals.
Introduces / Implements KPIs to track and monitor inclusive leadership performance and effectiveness (inclusive culture, cultural competence).
Builds an inclusion community of practice by introducing simple models and work tools.
Embeds Inclusive Leadership Practices into IDEX Difference. Leverages data-driven analysis, and external research to improve IDEX processes to promote equity, improve productivity and drive innovation.
Creates and executes inclusion learning and development strategy for IDEX leaders. Improves leadership skills by leveraging assessment and 70/20/10 model of development. Expands inclusion training and development to support front-line leadership and employee engagement.
Evaluates Inclusion learning and development activities measuring reach, impact and effectiveness.
Where necessary, ensures Inclusion leadership and resources are aligned with DEI adjacent processes and teams (Human Resources, EEO/Compliance, Supplier Diversity, Communication).
Seeks to ensure equity in company processes (talent, supplier, pay, learning and development).
Serves as an IDEX Inclusive Cultural Change Agent and Thought Leader
Scans geopolitical environment to identify and anticipate Equity and Inclusion trends. Partners with IDEX leaders to recommend and implement shifts in corporate policy and practice based on marketplace trends.
Helps facilitate IDEX’s point of view on inclusion topics with political, social and governmental implications. Supports effective marketplace and internal communications to drive inclusion dialogue.
Monitors the DEI pulse of the organization. Leverages ERGs and External Partners to mine cultural insights and anticipate inclusion related challenges.
Leads conversations that expands IDEX leader and employee understanding of critical DEI issues in global communities.
Builds business Inclusion best practices by sharing stories of effective Inclusion Leaders and inclusive teams.
Lead efforts to amplify diverse, underrepresented voices
Establish Employee Resource Groups that exemplify and represent traditionally minority points of view (Ethnicity/Race, Gender, Religion, Veteran Status, LGBTQ+ status)
Creates a consistent ERG Governance approach. Builds structures to support ERG leadership and tactical implementation.
Ensures ERG strategy is aligned with company-wide DEI strategy and roadmap. Facilitate yearly ERG implementation planning process.
Increase and track ERG penetration by region. Lead ERG membership/penetration efforts.
Create vehicles to consistently gather and share ERG cultural insights with IDEX executives, presidents and GMs. Uses various information gathering techniques (interviewing, surveying, focus groups) to summarize cultural insights.
Leverages employee engagement survey results and conducts follow-up activities to ensure survey results are mined for maximum business impact. Where needed, supports businesses to create action plans that address inclusion issues.
Helps build deeper understanding of inclusion perspective of front-line employees.
Serves as Coach and thought partner to GMs to expand Inclusive Leadership and Inclusive Team functioning
Communicates and instills the business case for inclusion as a driver for innovation, culture and team optimization.
Builds a safe, trusting relationship with IDEX leaders to facilitate candid, courageous, open conversations in a variety of diversity dimensions. Role models best practice while listening or facilitating conversations on DEI.
Serves as a thought partner for business leaders in addressing local DEI questions. Where needed, recommends local solutions in line with IDEX’s values and DEI strategy.
Where possible, provides coaching and feedback to challenge and re-direct leadership in the area of DEI.
Presents a point-of-view with respect to national/global current events and their DEI implications. Leads conversations that role model and exemplify best practice in handling complex cultural conversations.
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 objectives. Works with others at all levels to build capability. Influencing others to challenge status quo - will challenge thinking and remain receptive to others’ viewpoints.
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 Leadership . 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 Experience & Qualifications :
Prior experience in DE&I, Human Resources, Talent Acquisition or Organizational Development.
At least 2-3 years experience in DE&I
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
Strong strategic planning, ideation, collaboration, storytelling, and visioning skills; Ability to problem solve – think laterally, pioneer new solutions and drive/execute to creation
Ability to work with diverse populations and establish rapport and trust with diverse audiences, understanding of and sensitivity to diverse academic, socio-economic, ethnic, religious, and cultural background, disabilities, and sexual orientation of members, partners, and staff.
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