Director, Talent Acquisition, DEI - MasterCard

Our Purpose We work to connect and power an inclusive, digital economy that benefits everyone, everywhere by making transactions safe, simple, smart and accessible. Using secure data and networks, partnerships and passion, our innovations and solutions help individuals, financial institutions, governments and businesses realize their greatest potential. Our decency quotient, or DQ, drives our culture and everything we do inside and outside of our company. We cultivate a culture of inclusion for all employees that respects their individual strengths, views, and experiences. We believe that our differences enable us to be a better team – one that makes better decisions, drives innovation and delivers better business results. Title and Summary Director, Talent Acquisition, DEI Overview: The Director of Diversity, Equity, and Inclusion (DEI)- Talent Acquisitions leads Mastercard’s efforts to build equitable, and inclusive talent acquisition process. In support of this culture, the Director of DEI is responsible for leading the development and implementation of key diversity, equity, and inclusion initiatives in support of the Mastercard’s Talent Attraction Pillar strategy. The Director collaborates with internal leadership, external partners, and key stakeholders to shape and sustain a hiring process. The Director of DEI- TA develops and implements initiatives, trainings and learning opportunities to create a better understanding of the connection between an equitable and inclusive for employees and prospective candidates. The role also serves an advisor and resource to hiring managers and recruiters in assuring practices and policies inside the company and externally with partners are equitable and inclusive. Role: • Attract Pillar Strategy: Leverages data to identify opportunities to attract, engage, and hire diverse talent and recommends solutions in support of bridging them-does this across all personas (campus experienced and executives) and partners with the persona owners in the execution • Transparent People Practices: Ensuring the TA process & practices deliver equitable outcomes & make recommendations to enhance. Owns the non-traditional sourcing strategy (ex- apprenticeships, return to work, etc). Determine strategy, business case and how to execute including funding model, program management including the opportunities & tactics to bring it to life • Communicates strategy & progress: Owns overall DEI TA communication narrative, program objectives and recommendations for BU Leaders to align with overall goals. Owns communication plan and execution of comms plan for initiatives. • Aid in amplifying the employee value proposition (EVP) in the context of URPs to inform our outreach/ marketing campaigns • Ensure the TA process/ practices deliver equitable outcomes and make recommendations/ engage with the appropriate product/ experience owners to enhance the practices (i.e. job descriptions, assessment tools/ approaches, etc.) • Data, metrics, reporting: Integrate DEI metrics including talent attract metrics. Partners with people analytics team to develop measurement strategy & dashboards. Uses data to inform strategy and initiatives. Tracks integrated metrics and story across TA and reports on progress. • Partnerships: Owner and thought leader on top partners to work with in the space. Identifies, sources and onboards the portfolio of partners needed in support of creating a more diverse candidate pool. • Consults with Talent Discovery on events to ensure clarity on DEI narrative as well as BU, key job class family and demographic needs as an area of focus at events. Partners with Talent Discovery on recommended BU leader event attendees and key DEI Talking Points. • Ensures event attendees are included in the Talent Community and tagged to ensure they are captured once selected for a slate and if hired attributed to event • Identifies non-traditional sourcing strategies (ex- apprenticeships, return to work, etc.). Determine strategy, business case and how to execute including funding model, program management. • Budget & approvals: Owner of securing budget needed to execute on strategy & obtains all approvals on pillar initiatives • Training & Change Management: Co-designs and/or advisor of TA or Hiring Manager training materials for stakeholders around overarching DEI program and needed framework. • Designs change management plan & communications plan and secures approval and alignment from stakeholders. Owns training and upskilling of TA to include DEI acumen, coaching people leaders, and talent availability for key roles/job families for TA. • Diverse Slates: Serves as Advisor/SME and uses data (internal and external) to determine strategy. Provides benchmarking & thought leadership on measurement. • Advises on change & communication of process rollout, changes, and reporting. Owns reporting out on slate adherence to steercos & key stakeholders (ELT dashboards, board decks, etc.). • Campus: SME/advisor- Advise on campus strategy, events, and partners. Include campus data & insights in the integrated metrics and owns reporting out on campus diversity results to steercos & key stakeholders (ESG reports, board decks, ELT dashboards, etc.). • Identifies HBCU links in society and market pillars and connects HBCU lead to those efforts • Enhanced Pipeline Efforts: Acts as SME/advisor to consult on strategy & design bringing in best practices and thought leadership. Consults on partners. Identifies leadership to participate and partners on kickoff and onboarding of the process. • Integrate metrics and ROI into end-to-end diversity reporting All About You: • Talent Acquisition DEI SME & Influencer • Strong Data driven, insights & thought leadership to diagnose opportunities (root cause) and what actions can take to improve outcomes. • Experienced with Non-traditional talent perspective/experience • Demonstrated corporate technical recruiting success with some global experience • Strong written and verbal communications skills • Strong organizational, analytical, time management and prioritization skills • Deep understanding of professional recruiting methodologies, systems and tools, including familiarity with best-in-class recruitment standards • Passion for customer service, building a values-based team, and an entrepreneurial work ethic • Business acumen; focused on driving outcomes, not actions • Different types of functional HR experience, nice to have In the US, Mastercard is an inclusive Equal Employment Opportunity employer that considers applicants without regard to gender, gender identity, sexual orientation, race, ethnicity, disabled or veteran status, or any other characteristic protected by law. If you require accommodations or assistance to complete the online application process, please contact reasonable_accommodation@mastercard.com and identify the type of accommodation or assistance you are requesting. Do not include any medical or health information in this email. The Reasonable Accommodations team will respond to your email promptly. Corporate Security Responsibility All activities involving access to Mastercard assets, information, and networks comes with an inherent risk to the organization and, therefore, it is expected that every person working for, or on behalf of, Mastercard is responsible for information security and must: Abide by Mastercard’s security policies and practices; Ensure the confidentiality and integrity of the information being accessed; Report any suspected information security violation or breach, and Complete all periodic mandatory security trainings in accordance with Mastercard’s guidelines. In line with Mastercard’s total compensation philosophy and assuming that the job will be performed in the US, the successful candidate will be offered a competitive base salary based on location, experience and other qualifications for the role and may be eligible for an annual bonus or commissions depending on the role. Mastercard benefits for full time (and certain part time) employees generally include: insurance (including medical, prescription drug, dental, vision, disability, life insurance), flexible spending account and health savings account, paid leaves (including 16 weeks new parent leave, up to 20 paid days bereavement leave), 10 annual paid sick days, 10 or more annual paid vacation days based on level, 5 personal days, 10 annual paid U.S. observed holidays, 401k with a best-in-class company match, deferred compensation for eligible roles, fitness reimbursement or on-site fitness facilities, eligibility for tuition reimbursement, gender-inclusive benefits and many more. Everyone wants easier ways to pay; we invent them. Checkout lines are slow; we speed them along. Merchants want more sales; we give them data and insights. People need financial access; we connect them. Corporate purchasing is complicated; we make it simple. Commuters are busy; we speed them on their way. Governments need greater efficiencies; we help create them. Small businesses are virtual; we give them access to a world of buyers. Retailers want to fight fraud; we provide the tools.