Forshay Careers

Forshay stands for people doing their best work, on teams with diverse backgrounds that foster creativity, leading to stronger business results.

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Head of Diversity and Belonging

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Job Description

As the Head of Diversity and Belonging you will strengthen and further define our diversity, equity, inclusion, and belonging strategy by designing, implementing and measuring programs that work. This leader will have a strong outward presence with for-profit and non-profit partners, research institutions who are studying effective D+B programs, early career talent channels such as colleges and universities. They will know the inward dynamics of effectively making D+B a priority for business leaders and People and Places teams, such as HR business partners, talent management, talent acquisition, and culture.
You will develop specific strategies to embed diversity and inclusion into our people strategy and programs in order to scale diverse hiring and increase engagement, belonging, and retention. Critical experience for this role includes a blend of human resources, organizational development, learning and development, research, program management, and public speaking.
Applied Research – Demonstrated experience understanding the research and applying tested results to the programs that currently exist within a talent pipeline, such as: recruiting, promotions, performance management, succession planning, talent reviews, location strategies, etc. E.g. Shelley Correll’s Small Wins Strategy and Greg Walton’s belonging research.
Talent Management Acumen – Deep experience working in areas of talent management and human resources with a focus on recruiting, learning, development, culture and engagement. Knowledge of root causes of retention, promotion and attrition with related experience designing programs to support a vision for diversity equity and inclusion at scale.
Strategic Planning - Ensure strategic alignment of diversity and belonging objectives across the company while working closely with the VP of Talent Management and the Executive Leadership team to establish annual and measurable objectives and goals. Create, leverage and drive data and metrics to inform our approach, hold leaders accountable and communicate priorities. Understand the connection to the business results and build relationships with our channel partners and customers to lead as a role model in diversity.
Program Scalability – Ability to scale diversity initiatives in complex organizations. Apply a systems-minded approach within a program management framework. Prior experience developing a global diversity strategy that identifies gaps, combined with a track record of successful program implementation and execution of the strategy.
Global Mindset – Experience designing global strategy and programs with an ability to adapt learning styles and approach to make an impact in all environments. Work collaboratively with others from around the world while conveying multicultural competence. Aware of cultural influences that shape diversity across the global workforce.
Partnership - Partner with the other COE Leaders (e.g. Talent Acquisition, Compensation), HRBPs, global leaders/teams and employee/resource groups to drive a diverse talent pipeline and organization performance through diversity. Look for innovative ways to build diversity strategy into business processes such as talent acquisition, performance management, leadership development, succession planning, employee engagement and retention.
Leadership – Proven ability to work with multiple types of people, at any level, and have the capacity to solve problems through a relationship-based and holistic approach. The ability to not just lead a team but work in partnership with leadership and be a role model in change management is critical to this role. Be an internal resource for executives, managers and internal partners to counsel and help find solutions that benefit the people, the teams and the business.
Influence the right outcomes – Be as role-model, guiding resource, and inspirational partner to leaders on diversity and belonging practices and programs. You’ll bring your expertise and innovative solutions to propose new ideas and strategies that likely have never been considered before at any company much less our industry. You will work with employees and leaders at every level of Autodesk because you are highly collaborative, value the contributions of your partners, and know that building diverse teams and an inclusive workplace requires the commitment of every employee. You will also be a leader in our industry by attending research gathers and industry conferences to represent the work of Autodesk and learn from the practices / research as it emerges.
Build a high performing, innovative team – Continue to build the D+B team by enabling and developing team members who are innovative thinkers, creative problem solvers, and action-oriented.
Create a global strategy – Develop our global D&B strategy to lead our industry in diversity and foster the kind of inclusive workplace that attracts and retains the very best people and teams to solve some of the world’s most exciting and challenging problems across industries and the globe. Collaborate across People teams to address hiring and university recruiting strategy, onboarding, talent management, engagement, belonging, and strategic partnership programs - in order to introduce research, concepts, training, interventions and data in order to increase diversity and belonging.
Follow the data – Measure the impact of the strategy, leveraging the HR Analytics team to generate insights and ensure effectiveness and measurement of D+B efforts to determine focus areas within each organization Research and benchmark world-class industry practices for approaches to advance diversity and belonging within the company, using data-driven practices that have proven results
Share our story – Drive the content to tell our story internally and externally, working with our Communications, Talent, and Marketing partners on our D+B global brand strategy and messaging. As part of that story telling, you are honest about the progress and challenges in equal parts while inspiring people to the long-tail change that can be realized with good data, listening, action, and senior leadership.
Your Experience
Bachelor’s degree or equivalent and 12+ years of direct experience with Diversity and Inclusion programs or related talent management program experience
Excellent listening, consulting, collaboration skills, as well as organizational behaviors, HR, and change management skills. Extensive experience leading complex projects related to Diversity and Belonging in a technical industry
Experience working as a consultative with senior partners in a fast moving, high-touch + high-tech environment
Ability to thrive in an environment of ambiguity, change, and rapid pace