Strategic Director, Balance & Belonging

Brown and Caldwell has an exciting opportunity for Strategic Director of Balance & Belonging. In this role, you will join us in driving and embedding diversity, inclusivity belonging, and collaboration into all parts of our business through supporting our business and people strategy. We strive to create balanced teams where diverse ideas are exchanged resulting in curiosity, innovation, and solutions that meet our client's needs. In this role, you will partner with the Chief People Officer and executive leadership team to create and deploy innovative programs that drive increased diversity and inclusion at all levels of the organization. You will find that we offer a non-hierarchical, collaborative, and supportive environment, allowing you to do your best work.

As the Strategic Director of Balance & Belonging you will be responsible for partnering with HR and the business to identify, develop, and implement plans to promote diversity within our organization. You will act as a strategic consultant to business leaders and HR partners focused on attracting, retaining, and developing talent that reflects and promotes an environment where employees at all levels can do their best work. This role will report to the Chief People Officer (CPO).

The preferred location for this position is in St Paul, MN although open to other locations.

Who you are:

You take a balanced, systemic approach to problems and have worked with leaders to plan and implement a strategy resulting in a more diverse and inclusive workforce. You have diplomatically challenged mindsets, inspired new points of view, and removed systemic and cultural roadblocks to leave a lasting, positive impact on an organization. You are able to engage across all levels of an organization, influence and bring energy in a fast-paced environment, and positively impact employee experience. You have a growth mindset and are excited to innovate with the business in mind.

What you will do:

Strategic Leadership:

• Lead BC's Balance and Belonging Council. Create and moderate safe spaces for candid and practical dialogue around DE&I while challenging conventional wisdom.
• Serve as a key member of the HR leadership team and take an active role in People projects as agreed with the CPO.
• Develop and execute a comprehensive DE&I strategy that aligns with the company's business objectives.
• Build key relationships with diverse professional organizations; serve as BC's representative to external professional and community organizations.
• Ensure integration of diversity, equity, and inclusiveness into HR policies, processes, and practices related to recruitment, performance management, pay and talent development.
• Collaborate with business leaders to embed DE&I into talent processes, ensuring alignment with company objectives and driving impactful business results.
• Oversee the company's Employee Networking Groups. Partner closely with ENG Executives, HR sponsors, and ENG leaders.
• Represent the company at DE&I related events and conferences.

Culture and Engagement:

• Foster an inclusive and positive workplace culture that reflects our values - integrity, curiosity, and empathy.
• Steward the culture of the organization through policies, communications, and supportive leadership; stay attuned to internal and external factors that impact the team and keep a pulse on trends and shifts in workplace culture.

• Partner with the Corporate Communications team to develop a communications plan that includes content to promote culture, engagement, and DE&I activities, initiatives, and messages for both the internal audience and potential candidates.
• Partner with Talent Management and Talent Acquisition to develop and implement programs that enhance employee engagement, satisfaction, and well-being.
• Serve as a resource and trusted advisor to employees and leaders on DE&I-related matters, providing guidance, support, and facilitating open dialogue.

Talent Acquisition, Development, and Retention:

• Partner with our Talent Acquisition Director to develop and deploy a cutting-edge workforce strategy; identify and implement strategic opportunities to develop our diversity pipeline including best practices to recruit in local communities in which BC operates.
• Partner closely with members of the HR team to develop, maintain, and execute company policies.
• Develop meaningful metrics, tools, and analytics that enable leadership to evaluate the performance, integration, and effectiveness of our inclusion and engagement programs.

Desired Skills and Experience:

• Minimum of 10 years of experience in diversity and inclusion, human resources, or a related field required.
• Previous Talent Acquisition experience with a successful track record sourcing, assessing, and integrating diverse talent preferred.
• Demonstrated success in leading a DE&I program for a large organization with a national footprint required.
• Understanding of cultural nuances and sensitivities across different regions and demographics, and the ability to navigate diverse cultural landscapes to build inclusive environments. The ability to demonstrate empathy, while still making tough business decisions and articulating the why and why not.
• Demonstrated ability to strategically align inclusion and culture initiatives to an organization's business strategy, including market trends, financial data, and competitive landscapes to inform business decisions and drive revenue growth.
• Outstanding communication skills, including effective writing, listening, presentation, and facilitation skills.
• Proven willingness and ability to be hands-on and work in a fast-paced environment.
• Excellent interpersonal and collaborative skills with an ability to persuade and influence, and the ability to build enthusiasm and commitment.
• Ability to influence and build relationships with stakeholders at all levels of the organization.
• Highly collaborative with a fierce commitment to and appreciation for diversity of thought.
• Strong analytical skills, with a track record of using data and metrics to evaluate needs, drive change, and measure impact.
• Bachelor's degree required. Advanced degree in business, human resources, or organizational development strongly preferred.
• SPHR or PHR preferred
• Ability to travel: 20-40%

Salary Range: The anticipated starting pay range for this position is based on the employee's primary work location and may be more or less depending upon skills, experience, and education. These ranges may be modified in the future.

Location A:
Salary $160,000 - $185,000

Location B:
Salary $170,000 - $200,000

Location C:
Salary $190,000 - $225,000

You can view which BC location applies to you here. If you have any questions, please speak with your Recruiter.

Benefits and Other Compensation: We provide a comprehensive benefits package that promotes employee health, performance, and success which includes medical, dental, vision, short and long-term disability, life insurance, an employee assistance program, paid time off, and parental leave, paid holidays, 401(k) retirement savings plan with employer match, performance-based bonus eligibility, employee referral bonuses, tuition reimbursement, pet insurance and long-term care insurance. Click here to see our full list of benefits.

About Brown and Caldwell

Headquartered in Walnut Creek, California, Brown and Caldwell is a full-service environmental engineering and construction firm with 50 offices and 2,100 professionals across North America and the Pacific. For 75 years, we have created leading-edge environmental solutions for municipalities, private industry, and government agencies. We strive to be the company of choice-to our clients, who benefit from our passion for delivering exceptional quality, and to our employees, present and future, who share our commitment to client service, collaboration, and innovation. Join us, and you will find a home where you can do your best work, reach new levels of expertise, and enjoy exceptional development opportunities. For more information, visit www.brownandcaldwell.com

This position is subject to a pre-employment background check and a pre-employment drug test.

Notice to Third Party Agencies: Brown and Caldwell does not accept unsolicited resumes from recruiters or employment agencies. In the event a recruiter or agency submits a resume or candidate without a previously signed agreement and approved engagement request with Brown and Caldwell, Brown and Caldwell reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency.

Brown and Caldwell is proud to be an EEO/AAP Employer. Minorities/Women/Disabled and Protected Veterans are encouraged to apply. Brown and Caldwell ensures nondiscrimination in all programs and activities in accordance with Title VI of the Civil Rights Act of 1964.