Principal Inclusion Partner

The Principal Inclusion Partner is a key strategic leader responsible for developing, driving, and scaling the company’s inclusion strategy across our fast-paced, global organization. This role partners deeply with leaders, managers, and employee resource groups to build an inclusive culture that brings our values: Customers, Results, Innovation, Connection & Excellence to life, with the opportunity to partner in creating a workplace where all employees feel respected, supported, and connected. The ideal candidate blends vision, operational excellence, and the ability to execute programs that meaningfully impact employee experience, engagement, and belonging.ESSENTIAL DUTIES AND RESPONSIBILITIES Inclusion Partnering& Leadership Develop and execute a multi-year inclusion strategy roadmap aligned with the company’s business goals and values.Partner with senior leadership to embed inclusion into organizational priorities, talent practices, and day-to-day operations.Serve as a thought leader and subject matter expert in inclusive leadership practices and creating safe work environments to enable, belonging, and cultural intelligence.Use data, analytics, and employee sentiment to diagnose needs and shape ongoing strategy.Programs & InitiativesLead the evolution and governance of Employee Resource Groups (ERGs), ensuring they have clear charters, goals, and executive sponsorship.In partnership with ERGs, develop programming aligned with key cultural moments, observances, and heritage months.Build scalable practices that support employee engagement and leadership development through an inclusion lens.Design and manage enterprise-wide inclusion programs, including trainings, workshops, leadership development, and cultural initiatives.Partner with Learning and Development team to design and facilitate learning sessions focused on building inclusive teams, cross-cultural awareness and bias mitigating Consultation & EnablementAdvise leaders, managers, and HR Business Partners on inclusion-related workforce concerns, change management, and policy design.Partner with business leaders and HRBPs to embed D&I principles into employee lifecycle, including within talent acquisition, retention, performance management, and career developmentCoach leaders on creating inclusive environments, facilitating dialogue, and building psychological safety within teams.Training & EducationPartner with Talent Development to integrate inclusive topics and practices into management and leadership programs.Evaluate impact and adjust training content for continuous improvement.Compliance, Risk & Best PracticesMonitor evolving legal and regulatory requirements related to inclusion and belonging (state and federal), ensuring company practices remain compliant.Maintain knowledge of industry trends, benchmarks, and best-in-class inclusion frameworks.Ensure inclusion efforts are aligned with the company’s values and risk profile.