Senior Director of DEI and Engagement

Job Description

The Senior Director of DEI and Engagement reports directly to the Chief Diversity, Equity, and Inclusion Officer, is a member of the Human Resources extended leadership team, and a strategic leader responsible for advancing diversity, inclusion, cultural awareness at Advance Auto Parts. This includes developing and leading enterprise-wide strategies focusing on diverse talent acquisition, management, and retention strategies as well as Tier 1 business initiatives and operational activities to ensure our workforce reflects our customers and communities.

The Role

• Work in partnership with the business units to develop programs and initiatives that embed diversity and inclusion throughout Advance to achieve a measurably more representation throughout all levels of the organization.
• Assist the Executive Team in developing and applying a diversity and inclusion lens to all enterprise operations. Participate in senior-level leadership discussions and decisions to raise awareness of potential equity, diversity and inclusion opportunities and advise on strategies to effect change.
• Communicate and collaborate with CDO, CHRO, and CEO on matters related to the DEI strategic plan, aligns with leaders to translate global strategy into local action and change, and partners with key leaders to establish and confirm clear and measurable outcomes that cascade into individual and team accountabilities.
• Serve as an I&D subject matter expert by giving perspective, insights, and knowledge in a consultative manner to stakeholders across the business including: Excom, VPs, Directors, Managers, Individual contributors, etc.
• Support the CDO in expanding its understanding of diversity and inclusion, its value and impact on the Advance, our customers, and their communities, and report regularly to ExCom on the progress of Advance's efforts toward our diversity and inclusion goals.
• Work in partnership with the business units to develop programs and initiatives to embed diversity and inclusion throughout Advance to achieve a measurably more representation at all levels of the organization.
• Lead strategic planning and execution of diversity programs and initiatives that drive diverse talent acquisition, retention, inclusion, employee engagement, education, and awareness.
• Partner with external stakeholders and build relationships with external diversity leaders, diversity professionals at peer companies, leaders of diversity organizations and diversity professionals in the community.
• Provide leadership for the implementation, assessment, and revision as needed to AAP overall Strategic Diversity Plan.
• Provide vision and leadership in developing and directing DEI and social justice education and training programs for AAP.
• Serve as a subject matter expert and influence the development of policy and programming pertaining to diversity, equity, and inclusion. As appropriate, contribute to the delivery of that programming, including cultural competency programs.
• Collaborate with ExCom members, Strategy & Transformation, and TMN leadership to relaunch our TMNs and develop clear pathways for TMNs on issues of diversity, equity, and inclusion.
• Identify appropriate metrics and oversee collection of relevant data to benchmark, assess, and promote accountability for the effectiveness of the diversity plan and AAPs efforts in inclusion.

• Conduct research and analysis; produce reports, correspondence, and issue briefings based on research findings; maintains and analyzes data on the availability of women and POC in the labor markets to make recommendation around talent pipeline strategies, targets, and ways to enhanced the attractiveness of AAP as a preferred employer across all demographics.
• Monitor industry climate and national trends relevant to diversity and provide responsive leadership and action to Senior Leadership; prepare reports and narrative materials relevant to AAP's diversity, equity, and inclusion.

• Accountable to oversee measurable metrics and statistics with best-in-class results with comparable companies.
• Engage with the HR/People Analytics and Business Performance teams to develop and analyze metrics for measuring progress and effectiveness of the DEI strategy and identify and implement a benchmarking process to measure progress against goals and the effectiveness of inclusion and diversity strategies.
• Support outreach retention, recruitment of underrepresented groups. Cultivate branding to promote diversity and inclusion to potential hires and work with Talent Acquisition to expand our community outreach efforts for talent pipeline building.
• Help guide the collaboration of the Sr Manager of DEI Talent Strategist with Talent Acquisition team and HR Business Partners to identify and implement strategic opportunities to attract and develop our diversity pipeline. Assess the full TMN lifecycle to identify opportunities for bias mitigation and ensure a lens of inclusion is applied to all talent programs and initiatives for leaders and all employees.
• In partnership with Talent Acquisition, develop and implement diversity recruiting strategies and tactics that result in a robust talent pipeline of diverse talent at all levels of the organization.
• Partner with the Organizational Development and Learning Development to set the strategy for diversity and inclusion education programs and services, including creating and delivering customized training programs, and working with external vendors/consultants as appropriate.
• TMN: Full Accountability for all our Team Member Networks which includes membership, development, strategic direction, support for all diversity workshops, mentoring circles, lunch and learns, and events with Supervisory responsibilities for DEI Program Managers and Sr Business Partners. Create , oversee, and relaunch the continuing roundtable diversity dialogue, "Advance the Talk".
• Oversee the development of AAP Cultural and Diversity report that informs internal and external stakeholders on AAPs progress to our aspirational goals and the programs/tactics and accountabilities to achieve our overarching goals.
• Partner with the Communications and Marketing teams to build and execute ongoing communication plans to enhance and promote the understanding of issues related to diversity, equity and inclusion with AAP. This includes working collaboratively with the Marketing and Communications team to enhance AAP's reputation for inclusion and diversity, including content for AAP's website, intranet and marketing collateral.

Desired Qualifications

• Bachelor's Degree
• 10+ years of HR leadership or relevant business experience, with 5+ years successfully building and implementing I&D/HR strategy in a global enterprise
• 10 or more years of management and leadership experience, preferably in a multi-unit/field operation business

• Excellent interpersonal and collaborative skills, strategic and innovative thinking, an ability to

• persuade and influence, possessing professional presence and the ability to build enthusiasm and commitment
• Ability to collaborate across HR and Communications functions and business units with diplomacy and build strong relationships with key stakeholders throughout the organization to ensure initiatives are aligned
• Ability to influence and drive action at all levels of the organization
• Exceptional execution and project management skills and the ability to show demonstrated success managing successful projects that involve multiple stakeholders throughout an organization
• Demonstrated expertise in creating and maintaining project plans, status reports, budgets, communications and change management plans
• Strong organization skills, including setting priorities, planning, structuring project deliverables and problem solving
• Excellent communication skills, including effective writing, listening, presentation, facilitation skills, and storytelling
• Proven track record of effectively managing conflict, resolving issues, mitigating risks, and influencing leaders
• Demonstrated sound judgment and ability to make effective, timely decisions
• Strong survey experience and an ability to work with large sets of data and identify themes/trends
• Ability to work with and maintain confidential information.
• This position has supervisory responsibilities.
• No Relocation Required