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Job Description

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SUMMARY:

The VP & Workplace Community & Engagement Manager is responsible for developing and executing enterprise-wide strategies that promote an inclusive, engaging, and connected workplace culture. This role partners with leaders across the organization to advance inclusion and engagement initiatives, strengthen diverse talent pipelines, support employee engagement, and oversee Employee Resource Groups (ERGs). The position serves as a strategic advisor to leadership, leveraging data, employee insights, partnerships, and best practices to foster an environment where employees can thrive and contribute to organizational success.

ESSENTIAL DUTIES AND RESPONSIBILITIES

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Execution of Inclusion & Engagement Strategy Develop and the Bank's enterprise-wide Inclusion, Retention & Engagement strategy, ensuring alignment with business objectives, talent priorities, employee engagement goals, and organizational culture initiatives. Foster a culture of belonging by educating, influencing, and partnering with leaders and employees across the organization. Lead the Bank's Inclusive Leadership Team and provide strategic oversight of all associated initiatives and activities. Collaborate with senior leaders, Human Resources, and business units to embed inclusive practices throughout the employee lifecycle, including recruitment, development, retention, learning, and engagement. Develop strategies that enhance workforce representation and support diverse succession planning efforts. Advise leadership on policies, programs, and practices that promote an inclusive workplace and ensure compliance with applicable laws and regulations. Partner with Learning and Development to assist in and deliver education, training, and development programs that increase awareness and adoption of inclusive workplace practices. Utilize workforce data, analytics, and employee feedback to measure program effectiveness, identify opportunities for improvement, and communicate progress to leadership. Establish and maintain enterprise metrics and dashboards to track employee engagement, advancement, retention, leadership participation, and program impact. Partner and advise certain and relevant employee relations issues. enterprise community and engagement events. Lead, execute, and/or partner with other business line leadership as applicable, a regular cadence of employee engagement events. Collaborate with Community Reinvestment Act (CRA) partners and business leaders to support initiatives that strengthen relationships and opportunities within underserved communities. Monitor industry trends, emerging best practices, and legislative developments related to workplace inclusion and engagement. Partner with Risk Management and other stakeholders to support fair lending initiatives and related inclusion efforts. Talent Pipeline & Community Partnerships Partner with Talent Acquisition to support inclusive sourcing strategies and recruitment initiatives. This includes Historically Black Colleges and Universities (HBCUs), educational institutions, community organizations, and professional associations to strengthen diverse talent pipelines. Partner with Talent Acquisition, Learning & Development, and business leaders to support mentorship programs, leadership development initiatives, career growth opportunities, and workforce development strategies. Build and maintain strategic relationships with external organizations and community partners to advance the Bank's inclusion, engagement, and talent objectives. Employee Resource Group (ERG) Leadership & Governance Provide strategic leadership and oversight for all Employee Resource Groups (ERGs), ensuring alignment with organizational objectives, talent strategies, employee engagement goals, and inclusion initiatives. Partner with ERG leaders and Executive Sponsors to establish annual ERG goals, governance structures, budgets, programming plans, and success measures. Support the development of ERG initiatives that foster employee engagement, leadership development, networking, professional growth, cultural awareness, and community involvement. Monitor and evaluate ERG effectiveness through participation, engagement, business impact, and employee experience metrics. Ensure consistent governance, accountability, reporting, and strategic alignment across all ERGs.