Industry: Enterprise SaaS, AI-Enabled Technology, Cloud Platforms, Digital Workplace, Workforce Transformation, People Strategy, and Organizational Culture
Location: USA Remote
Compensation Package: $422K – $540K
About the Organization
We are a large, enterprise-scale SaaS, AI-enabled technology, cloud platform, digital workplace, workforce transformation, people strategy, and organizational culture organization supporting a highly skilled, distributed workforce across the United States. The company operates in a fast-moving technology environment where inclusion, equity, belonging, leadership accountability, workforce representation, employee experience, organizational design, and culture directly influence innovation, employee trust, customer outcomes, leadership quality, and long-term enterprise performance.
This is not a traditional diversity role focused only on awareness events, compliance reporting, or isolated employee programs. The Chief Diversity and Inclusion Officer will serve as a strategic enterprise executive responsible for embedding diversity, equity, inclusion, and belonging into how the company leads, hires, develops, promotes, listens, communicates, measures progress, and builds a healthy workplace culture. This role will connect inclusion strategy with business priorities, leadership behavior, talent systems, employee experience, workforce analytics, policy design, and organizational effectiveness.
The company is continuing to invest in inclusive leadership, workforce representation strategy, employee listening, talent development, equitable career pathways, hiring process quality, manager enablement, culture programs, people analytics, employee resource communities, accessibility, belonging initiatives, and stronger accountability systems. As the organization grows, leadership is seeking a Chief Diversity and Inclusion Officer who can bring executive presence, practical judgment, data-driven thinking, cultural fluency, and strong business partnership to a highly visible role.
The Chief Diversity and Inclusion Officer will lead the enterprise diversity, equity, inclusion, and belonging agenda across workforce strategy, inclusive leadership development, employee experience, talent process review, culture initiatives, employee resource groups, accessibility partnership, people analytics, communication strategy, policy advisory, and organizational accountability. This executive will work closely with the CEO, Board, Chief People Officer, HR, Talent Acquisition, Legal, Finance, Product, Engineering, Operations, Marketing, Customer Success, Communications, Data Analytics, and Executive Leadership to ensure inclusion strategies are aligned with company values and measurable business outcomes.
This role requires a leader who understands how inclusion works inside complex organizations. The ideal candidate will know how to advise senior leaders, build credible programs, improve talent systems, strengthen employee trust, use data responsibly, support manager capability, partner with legal and HR teams, and create practical strategies that improve culture without becoming performative or disconnected from business realities.
The selected candidate will help define how the organization builds a more inclusive, fair, and high-performing workplace at scale. This includes improving leadership accountability, strengthening inclusive talent practices, supporting employee resource groups, enhancing belonging across remote teams, improving representation insights, and ensuring diversity and inclusion are managed as business-critical leadership responsibilities.
This is a high-impact executive opportunity for an inclusion leader who wants to shape culture, advise senior leadership, improve workforce systems, strengthen employee experience, and help a large technology company grow with fairness, accountability, and long-term organizational strength.
Essential Duties and Responsibilities
• Lead the company’s enterprise diversity, equity, inclusion, and belonging strategy across workforce representation, inclusive leadership, employee experience, talent systems, culture, accessibility, and organizational accountability.
• Build and execute a multi-year DEI roadmap that supports employee trust, leadership accountability, workforce inclusion, fair talent practices, belonging, innovation, and business performance.
• Partner with the CEO, Board, Chief People Officer, and executive leadership team to define inclusion priorities, cultural expectations, progress measures, leadership behaviors, and long-term organizational goals.
• Advise senior leaders on inclusive leadership, team culture, workforce representation, talent equity, employee sentiment, change management, communication strategy, and organizational risk.
• Partner with Talent Acquisition to improve inclusive hiring practices, sourcing strategies, interview consistency, candidate experience, hiring manager enablement, and talent pipeline visibility.
• Partner with Talent Management and HR to review performance management, promotions, succession planning, leadership development, career mobility, compensation partnership, and employee development processes.
• Lead employee resource group strategy, including governance, executive sponsorship, programming alignment, budget planning, leadership development, and business connection.
• Build inclusive leadership programs that help executives, managers, and team leaders strengthen trust, communication, decision-making, team belonging, and accountability.
• Develop DEI analytics and reporting frameworks covering workforce representation, hiring trends, retention, promotion patterns, engagement, employee sentiment, leadership participation, and program impact.
• Partner with Communications to support internal messaging, leadership updates, cultural storytelling, employee listening follow-up, and transparent progress communication.
• Partner with Legal and Compliance to ensure DEI programs, employment practices, reporting, policies, and employee initiatives are thoughtful, compliant, and responsibly designed.
• Support accessibility and inclusive workplace practices in partnership with HR, Technology, Product, Facilities, Employee Experience, and business leaders.
• Monitor employee feedback, culture trends, organizational risks, team-level concerns, external market expectations, and workforce signals that may affect employee trust or inclusion.
• Build, mentor, and lead DEI team members while creating a culture of credibility, discretion, analytical discipline, collaboration, and measurable impact.
Job Qualifications and Requirements
• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, Sociology, Communications, Public Policy, Education, or a related field required.
• Master’s degree, MBA, or advanced education in organizational leadership, human resources, diversity and inclusion, industrial-organizational psychology, or workforce strategy strongly preferred.
• Professional certifications or executive education in DEI, HR, organizational development, coaching, change management, SHRM, HRCI, Prosci, or related fields preferred.
• 15+ years of progressive experience in diversity and inclusion, human resources, organizational development, employee experience, talent management, culture transformation, workforce strategy, or people leadership.
• 8+ years of senior leadership experience managing DEI teams, culture programs, talent equity initiatives, employee experience functions, organizational change programs, or enterprise people strategy initiatives.
• Experience within enterprise SaaS, AI-enabled technology, cloud platforms, fintech, cybersecurity, digital products, consulting, healthcare technology, education technology, or large distributed enterprise environments strongly preferred.
• Proven success building enterprise DEI strategies, advising executives, improving talent systems, supporting employee resource groups, strengthening inclusion programs, and using data to guide cultural decisions.
• Strong understanding of inclusive leadership, talent lifecycle practices, workforce analytics, employee listening, culture measurement, ERG governance, accessibility, change management, and organizational effectiveness.
• Experience working with remote, hybrid, multi-state, high-growth, transformation-focused, or technology-driven organizations preferred.
• Familiarity with people and engagement platforms such as Workday, Greenhouse, Lever, Culture Amp, Lattice, Qualtrics, Glint, Visier, Tableau, Power BI, LinkedIn Talent Solutions, ServiceNow HRSD, or similar tools preferred.
• Strong business acumen with the ability to connect DEI strategy to employee experience, leadership effectiveness, innovation, retention, talent quality, and enterprise performance.
• Experience working directly with CEOs, Boards, Chief People Officers, Legal, HR, Talent Acquisition, Communications, Finance, business unit leaders, employee communities, and external advisors.
• Excellent executive communication, facilitation, coaching, conflict navigation, stakeholder management, and organizational influence skills.
Personal Capabilities and Qualifications
• Strategic inclusion executive with the ability to connect culture, workforce systems, leadership behavior, employee experience, and business performance.
• Strong executive presence with the confidence to advise the CEO, Board, and senior leaders on sensitive workplace topics, inclusion priorities, talent equity, and culture risks.
• Practical and business-minded, with the ability to build programs that are credible, measurable, compliant, and aligned with real organizational needs.
• Employee-centered and trust-focused, with the ability to listen deeply, communicate respectfully, and build confidence across different employee groups and leadership levels.
• Data-informed with the ability to use workforce analytics, engagement results, retention patterns, hiring data, promotion trends, and employee feedback responsibly.
• Strong change leader who can guide culture transformation, leadership development, talent process improvement, and remote workforce inclusion.
• Collaborative and able to align HR, Legal, Talent Acquisition, Communications, Product, Engineering, Revenue, Operations, Finance, Customer Success, and Executive Leadership around shared inclusion goals.
• Calm and balanced under pressure, especially during sensitive employee matters, leadership concerns, culture challenges, public visibility issues, or organizational changes.
• Strong facilitator and communicator who can create productive dialogue, reduce defensiveness, and move teams toward practical action.
• High integrity and discretion when handling employee feedback, workforce data, sensitive concerns, leadership matters, legal considerations, and executive-level materials.
Strategic Support
The Chief Diversity and Inclusion Officer will provide strategic leadership by ensuring the company’s inclusion strategy supports employee trust, leadership accountability, workforce strength, organizational culture, and long-term business performance.
This role will help leadership make better decisions about talent systems, workforce representation, employee experience, manager capability, culture health, ERG strategy, accessibility, communication, and organizational risk. The CDIO will ensure diversity and inclusion are not managed as separate programs, but as integrated leadership responsibilities that improve how the company hires, develops, leads, and retains people.
Key areas of strategic support may include:
• Enterprise diversity, equity, inclusion, and belonging strategy.
• Board and executive-level inclusion reporting.
• Inclusive leadership development and manager enablement.
• Workforce representation analysis and talent pipeline visibility.
• Hiring, promotion, succession, and performance process review.
• Employee resource group strategy and executive sponsor engagement.
• Culture, belonging, and employee listening programs.
• Accessibility and inclusive workplace partnership.
• People analytics and responsible DEI measurement.
• Employee communication and progress storytelling.
• Talent acquisition and talent management partnership.
• Organizational change and culture transformation support.
• Legal, HR, and compliance partnership on DEI practices.
• Executive advisory support on sensitive culture and workforce matters.
The Chief Diversity and Inclusion Officer will help ensure the organization builds an inclusive operating culture where employees can contribute fully, leaders are accountable, and workforce systems support fairness, trust, and performance.
Working Conditions
• Location: USA Remote.
• Primarily remote executive leadership environment with regular DEI strategy meetings, leadership advisory sessions, employee listening reviews, ERG meetings, talent process discussions, culture updates, and executive reporting.
• Flexibility required during employee listening cycles, executive reviews, culture initiatives, ERG events, sensitive workplace matters, leadership changes, organizational updates, or urgent communication needs.
• Occasional travel may be required for leadership off-sites, employee events, ERG summits, Board meetings, inclusion workshops, company gatherings, talent reviews, or strategic planning sessions.
• Regular collaboration with the CEO, Board, Chief People Officer, HR, Talent Acquisition, Legal, Communications, Finance, Product, Engineering, Operations, Marketing, Customer Success, Data Analytics, employee communities, and external advisors.
• Fast-paced enterprise technology environment with high visibility around employee trust, culture, workforce representation, leadership behavior, talent systems, and organizational health.
• Role requires handling confidential employee feedback, workforce data, sensitive workplace concerns, talent information, legal discussions, leadership matters, and executive communications with discretion.
Job Function
• Executive Diversity and Inclusion Leadership
• DEI Strategy
• Organizational Culture
• Inclusive Leadership Development
• Employee Belonging
• Workforce Representation Strategy
• Talent Equity Partnership
• Employee Resource Group Leadership
• People Analytics
• Employee Experience
• Accessibility Partnership
• Culture Transformation
• Change Management
• Executive Advisory
• Board DEI Reporting
Compensation & Benefits
Compensation Package: $422K – $540K
The total compensation package may include base salary, executive performance bonus, inclusion strategy performance incentives, organizational culture incentives, long-term incentives, equity participation where applicable, and additional executive-level benefits depending on experience, qualifications, and final role alignment.
Benefits may include:
• Comprehensive medical, dental, and vision coverage.
• Executive performance bonus eligibility.
• Inclusion strategy and organizational culture incentive opportunities.
• Long-term incentive opportunities.
• Equity or ownership-aligned compensation where applicable.
• Retirement savings plan with company contribution.
• Paid time off and company holidays.
• USA remote work flexibility.
• Board-level visibility and enterprise culture leadership authority.
• Executive coaching, leadership development, and professional growth support.
• Support for DEI leadership, organizational development, people analytics, accessibility, change management, and executive education programs.
• Wellness, employee assistance, and work-life support programs.
• Access to modern HRIS, employee engagement, people analytics, collaboration, learning, ERG management, and workforce planning platforms.
Why Join Us
This is an opportunity to join a large technology-driven organization where diversity, inclusion, belonging, and culture directly influence leadership quality, employee trust, innovation, retention, and long-term enterprise performance.
The Chief Diversity and Inclusion Officer will have the authority and visibility to shape enterprise inclusion strategy, advise senior leaders, strengthen talent systems, support employee communities, improve workplace belonging, and build a scalable culture strategy for a remote-first organization.
You will work in an environment that values trust, accountability, fairness, practical action, data-driven decisions, and responsible leadership. The company is investing in inclusive leadership, people analytics, employee listening, talent system improvement, accessibility, employee resource communities, and scalable culture-building practices.
For a senior diversity and inclusion executive who enjoys advising leadership, improving culture, strengthening workforce systems, and turning inclusion strategy into measurable enterprise value, this role offers the scope, influence, and leadership platform to make a major contribution.