Summary:

This position is a key member of OCC's Human Resources Leadership Team (HRLT) and is responsible for contributing to the creation and execution of OCC's Diversity & Inclusion strategic plan. Responsible for contributing to the design, development and implementation of best-in-class diversity and inclusion programs and processes that are aligned with OCC's business strategy, corporate goals and objectives.

Essential Duties and Responsibilities:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.

Strategic responsibilities:

• Partner with the CHRO on setting strategic direction and overall execution of OCC's Diversity & Inclusion strategy through the design, development and implementation of diversity and inclusion programs and ensuring their integration and operationalization across all human capital business processes.

• Collaborate and partner with the Management Committee leaders to help institutionalize all diversity and inclusion practices within their respective organizations and provide guidance, advice and counsel on all diversity related policies and practices.

• Partner with the HRLT to translate diversity and inclusion strategy into specific, actionable and measurable enterprise-wide goals and establish regular cadence of metrics reporting to measure and monitor progress over time and to drive the desired outcomes and achievement of those goals; manage talent analytics using both qualitative and quantitative data to measure and improve organizational outcomes.

• Identify best practices, understand external benchmarks and trends in diversity and inclusion to help inform strategic direction and to assist in educating business leaders and the broader employee population on the tenets, principles and outcomes associated with diverse and inclusive business practices.

• Partner with CHRO and Corporate Communications to develop a comprehensive internal and external communications strategy, including corporate key messaging, leadership communications and regular employee updates to promote transparency of result s achievement versus stated goals.

Functional responsibilities:

• Build strong relationships in and out of HR to hep facilitate sharing and communication between teams to capture opportunities and learnings.

• Partner with all HRLT members to audit and assess opportunities to ensure fair and equitable practices and decision making in all employment related processes.

• Ownership and oversight of annual diversity budget, calendar and the planning, coordination, communication and implementation of all diversity related employee events.

• Lead the effort to establish, oversee and govern Employee Network Groups (ENG's) and partner with ENG leaders to establish charters, solicit input and feedback on areas of opportunity to improve the employee experience, foster leadership development, and facilitate action planning etc.

• Lead the successful execution of OCC’s charitable giving initiatives including partnerships, matching programs, employee engagement campaigns, and charitable events.

• Drive improvements in overall employee engagement by establishing and leveraging relationships with underrepresented minority groups, external partners and key diversity organizations to drive active engagement in the communities where we operate and to support corporate social responsibility.

• Create a measurement strategy and scorecard that fully illustrate the value and impact of D&I programs at OCC. Keep the scorecard evergreen post implementation.

• Represent OCC at diversity and inclusion conferences, industry events etc. to promote OCC as a diversity employer of choice.

• Perform other duties as assigned by the OCEO and/or CHRO.

Supervisory Responsibilities:

• N/A

Qualifications:

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.

• Strong depth and breadth of experience in diversity and inclusion best practices and in developing strategies to facilitate culture transformation and driving a high-performance organization.

• Proven track record of developing and delivering high quality programs with demonstrated success leading organizational change that appropriately balances the organization's readiness with the desire to push the organization forward.

• Strategic, innovative thinker with the ability to see the big picture and identify emerging trends and opportunities.

• Demonstrated ability to link diversity and inclusion initiatives to business strategy to achieve optimal results and desired outcomes.

• Strong leadership, management and team building skills; displays managerial courage and can push back and challenging where appropriate.

• Exceptional communication (verbal and written) and influencing skills. Strong interpersonal skills, ability to interface and collaborate effectively at all levels of the organization.

• Strong executive presence, facilitation, and presentation skills; willingness and capacity to conduct presentations at all levels of the organization.

• Strong business and financial acumen; budget management.

• Self-motivated, takes initiative, is well organized with the ability to effectively handle complexity and while managing multiple priorities; effective time management.

• Strong relationship management and building skills.

Education and/or Experience:

Bachelor’s or Master’s Degree in Business, Organizational Development, Human Resources or other field associated with influencing human behavior.

10+ years of Financial Services and/or Technology experience in a rapidly evolving and highly collaborative environment, preferably during a time of intense transformation. Prior experience leading a Diversity and Inclusion function required.

Certificates or Licenses:

• N/A