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Form of work
SalaryReed HR are recruiting for a Diversity and Inclusion Lead on an interim basis.
This role is responsible for supporting the Director of D&I to embed the recently launched Action on Inclusion strategy.
The role ensures strategy, people and processes align to embed a collaborative and inclusive culture that achieves our client's short and long term goals.
You will be:
1.Responsible for providing their subject matter expertise through guidance and advice to drive delivery of the Diversity and Inclusion (D&I) strategy Action on Inclusion to create an inclusive culture, through the organisation's inclusion commitments and ambitions.
2. Lead on the design and development of innovative D&I initiatives, frameworks, practices and strategies that enable the organisation to deliver measurable business objectives whilst ensuring legal compliance.
3. Work collaboratively with D&I Customer Colleagues in relation to the Accessibility & Inclusion portfolio (within Customer and Strategy)
4. Act as a subject matter expert to wider HR by offering solutions to strategic business issues through provision of Diversity and Inclusion advice, guidance and support in solving business problems whilst continually aligning to the client's objectives, ensuring senior management in the business are informed.
5. Influence senior leadership teams across the business to champion initiatives that support the D&I agenda, both directly and through the management of a team (Duties in Equality Act 2010)
6. Monitor the progress of Diversity and Inclusion within all people related activities across the organisation, specifically the levels of diversity across the workforce.
7. Accountable for interpreting equality legislation and ensuring the D&I team are involved at the point of policy creation.
8. Establish and maintain networks / relationships with external organisations and suppliers to ensure knowledge of legislation is up to date, enable benchmarking and ensure best practice.
9. Responsible for proactive strategic forward-planning to ensure the Senior leadership and HRBP colleagues are kept informed of forthcoming developments through changes to legislation and best practice.
