Inclusion and Engagement Manager or Senior Inclusion and Engagement Manager

Position Summary The Council on Foreign Relations (CFR) is seeking an Inclusion & Engagement Manager/Senior Manager (dependent upon experience) to serve as CFR’s internal strategist and a central driver of a workplace where employees feel seen, valued, and empowered to contribute. Reporting to the Senior Director of Learning, Development & Engagement within Human Resources, this individual will lead CFR’s inclusion and engagement strategy, act as an internal consultant to align organizational goals with inclusion priorities, oversee Employee Resource Group (ERG) management, and support on employee engagement, training, and diversity-focused recruitment processes. This is a highly cross-functional role that partners closely with business leaders, HR colleagues, and employees at all levels of the organization. This full-time position is based in CFR’s New York City office, 4 days onsite with one remote day. Tuesdays, Wednesdays, and Thursdays are considered institutional anchor days where all staff are required to be onsite. CFR’s remote working schedule is subject to change. Essential Functions/Responsibilities Lead the development and execution of CFR’s overarching inclusion and engagement strategy. Act as an internal consultant engaging with leaders and teams across the organization to understand goals and priorities. Infuse DEI strategy across CFR’s organizational work, embedding an inclusion lens into process, policies, communications, and programs in partnership with departments and HR colleagues. Serve as an internal resource and thought partner across departments and HR. Support Learning, Development & Engagement team activities, including training programs, staff events, and engagement initiatives. Serve as a key point of contact for new hire onboarding. Support the delivery of inclusive hiring practices, including interview training and bias-awareness resources for hiring managers. Design and deliver engagement and training initiatives, including bias awareness and mitigation training. Serve as the primary institutional liaison and strategic partner for all Employee Resource Groups, supporting their structure and sustainability. Design and execute an operational strategy for our ERGs. Assist ERG leadership manage their decentralized budgets. Be a present and engaged member of all ERG spaces; attend all ERG events and host regular meetings and check-ins with ERG leaders. Provide coaching and guidance to ERG leads as needed. Track and analyze key organizational metrics, including diversity data, employee engagement indicators, and ERG impact, to measure progress and inform continuous improvement of strategies. Benchmark CFR's data against external standards and peer organizations. Collaborate with Talent Acquisition to develop and implement sourcing strategies that expand access to diverse candidate pipelines. Contribute to employer branding efforts that authentically reflect the organization's commitment to all of its core values. Partner with internal communications to align efforts across the institution to foster unified and consistent messaging across employee-facing channels and organization-wide initiatives. Work with colleagues in Meetings, Executive, and other relevant departments to oversee all institutional inclusion and belonging activities, including the International Career Advancement Program fellowships in Aspen, CO, the Conference on Expanding Access in International Affairs, and evaluate and implement other initiatives and opportunities as they arise. Partner with HR to handle sensitive employee matters, including concerns related to inclusion, belonging, and workplace equity, with the utmost discretion, confidentiality, and sound professional judgment. Monitor trends, research, and emerging best practices in DEI, employee engagement, and the broader foreign policy and nonprofit sectors to inform and continuously evolve CFR's inclusion and engagement strategy. Perform any other duties or tasks as assigned or required. Minimum Qualifications Experience Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field; equivalent experience considered. At least 6 years of relevant professional experience, with demonstrated focus on DEI, employee engagement, human resources, and/or related functions. Related Skills & Other Requirements Proven experience managing or supporting Employee Resource Groups or similar affinity-based programs, with a focus on operational strategy and aligning with business needs. Strong project management skills with the ability to manage multiple initiatives simultaneously in a fast-paced environment. Exceptional interpersonal and communication skills, with the ability to build relationships, trust, and influence at all levels of the organization. Analytical mindset with experience translating data into meaningful insights, including comparative benchmarking against external standards and peer organizations. Demonstrated ability to consult and advise cross-functional partners on centering inclusion in their work. High degree of cultural competency, emotional intelligence, and commitment to equity and inclusion. Demonstrated ability to navigate sensitive, complex, and confidential employee situations with empathy, tact, and good judgment. Curiosity and proactive awareness of industry trends, with the ability to translate external insights into relevant, actionable internal initiatives. Knowledge of relevant HR laws and regulations. Compensation and Benefits The full-time annual compensation range for the manager level is $90,000 - $100,000, depending on experience. The full-time annual compensation range for the senior manager level is $100,000 - $125,000, depending on experience. In addition to competitive salaries, CFR provides employees with an outstanding benefits package. #J-18808-Ljbffr Council on Foreign Relations