Manager, Diversity & Inclusion Strategy and PMO - Fidelity Resume Program - reacHIRE

Overview

Making a decision to return to work can be exciting and scary all at the same time. We get it 100% - many of us at reacHIRE are returners, too!!  And, we believe meaningful relationships formed along the way back to work should be built on communication and trust. Which is why our team of Program Managers are here to listen to your unique story and help you take the best next steps toward your next opportunity. We are excited to partner with Fidelity Investments for a 6-month return-to-work program starting in May 2025.

If you are a professional returning to work after a 2+ year career break or worked in part time or independent contractor roles, this could be the perfect opportunity! reacHIRE is invested in helping professionals return with confidence; providing the resources and support needed via Program Managers who will help guide and navigate the entire process alongside you. 

We know the confidence gap and imposter syndrome can get in the way of meeting amazing Returners, so please don’t hesitate to apply - we’d love to hear from you.

*Please note that this is a hybrid role and we are unable to consider candidates who would need to relocate for the program.

Responsibilities

Supports the development and management of Diversity and Inclusion (D&I) programs and initiatives across the organization that promote a diverse and inclusive workplace.

What You’ll Contribute Day-to-Day:

• Promote a culture of inclusion by fostering an environment where employees feel valued, respected, and comfortable to communicate openly.
• Stay current on the latest diversity, equity, and inclusion research and trends. Share best practices for implementation across the organization.
• Apply discretion given the confidential nature of the information and scope of work.
• Analyze data to evaluate the impact of D&I initiatives and areas for improvement.
• Develop strategic partnerships across the organization to identify D&I opportunities, challenges, and momentum that may already exist.
• Partner with Global D&I workstream leaders to execute on the delivery of strategic work product.
• Provide any relevant data to support Global D&I KPIs throughout the year.
• Work within D&I Program Management office framework.
• Advance work in a highly matrixed environment, using influencing skills and applying emotional intelligence.
• Use problem solving skills to move the work forward.
• Use active listening skills to help identify the unique needs and opportunities of different experiences, channels, and businesses.

Qualifications

You’ll Be a Great Fit If You Have:

Specialized Skills:

• Organizational Change Management and Implementation: Effects change in an organization using applicable techniques. Manages the transition from the current to the desired state of the organization.
• Equal Employment Opportunity: Ensures the organization treats everyone fairly during employment decisions (e.g., hiring, promotion, termination, development, compensation, etc.). Avoids any form of discrimination of race, age, sex, religion, national origin, and physical or mental disability.
• HR Operational Planning and Organizing: Creates the steps necessary to implement the objectives that enable the organization to achieve its strategic goals. Implements these steps once they are agreed on.
• HR Policies and Procedures: Develops and implements policies and procedures that guide human resources practices.
• Training Others: Teaches others how to do something using various strategies, techniques & tools. Imparts job specific knowledge, skills, and abilities. Improves the performance of individuals, groups and the organization.

Core Skills: 

• Collaborating: Works together to achieve a common goal by sharing ideas and thinking. Productive and efficient engagement with team members. Plays to each other's strengths. Fosters mutual respect for one another's knowledge, experiences, contributions, and inputs.
• Cultural Competence: Shows an understanding of cross-cultural and inclusion-related conflicts, tensions, misunderstandings, or opportunities. Respects the cultural frameworks, values and norms, religions, and languages of others. Adapts personal and communication style when faced with different dimensions of culture.
• Information Transparency: Fosters a trusting relationship with employees by being transparent. Shares relevant business-related information to employees timely.
• Program Management: Fosters a trusting relationship with employees by being transparent. Shares relevant business-related information to employees timely.
• Solution Oriented Outcomes: Proactively identifies opportunities and takes action to drive improvements that add value to business outcomes. Optimally aligns and coordinates resources that allows the organization to achieve desired business objectives.
• Advising: Offers recommendations on the best course of action to take and advises to support decision making that leads to delivery of outcomes.
• Build an Inclusive Environment: Encourage associates to share ideas, speak up, acknowledge and learn from mistakes. Build mutual respect within and across teams that support a sense of belonging.
• Building Psychological Safety and Trust: Creates a team culture where employees feel comfortable and safe about sharing ideas, trying new things, speaking up, and admitting mistakes. Encourages interpersonal trust and mutual respect among employees and the organization.
• Coach with Feedback: Provide development and coaching support, timely feedback to drive associate performance, business outcomes, and career growth. Build and attract talent by encouraging mobility and opportunities to expand skills and impact.
• Create Purpose: Connect organizational and team direction to individual goals and motivations, connect team goals to organizational efforts to execute results and deliver measurable success.
• Critical Thinking: Makes correct inferences on complex problems that require critical evaluation. Understands a situation or problem by identifying patterns or connections and addressing key underlying issues and drives decision making. Sees the bigger picture and connects the dots across Fidelity.
• Deliver Clear Leadership Messaging: Deliver and reinforce individual and group communication with messaging that create understanding and team accountability for their actions and outcomes.
• Develop Others: Support, facilitate and advocate for associate development and career growth.
• Form Business Connections: Create and maintain relationships to support immediate team and business partners.  Learn Fidelity’s landscape of customer needs.
• Influencing Others: Gains support and commitment from others through being diplomatic and using tact to achieve outcomes. Persuades and impacts the thoughts and actions of others. Gains support for ideas, proposals, projects, and solutions.
• Lead with Empathy: Actively listen and help associates feel heard, valued, supported and motivated. Build self-awareness and develop emotional intelligence as a people leader.
• Manage Core Responsibilities and Risk: Set team goals, reinforce Fidelity's culture and Standards, ask for feedback to grow, and deliver on talent practices (e.g., Quarterly Check-ins, proper onboarding). Identify and monitor sources of risk (Fiscal, Operational), work with Enterprise Partners (e.g., ER, Legal, Compliance) and take appropriate action.
• Tactical Planning: Devises long-term strategic goals and the plans for achieving them, as well as the step-by-step shorter-term actions or initiatives that support the attainment of these goals and plans.
• Technical Credibility: Demonstrates depth of knowledge and skill in a specific technical, functional, or professional area. Expertise in a particular process, function, technology, machine, material, or type of equipment. Leverages this knowledge to solve specific problems. Acquires and applies new skills to remain up to date in their area of expertise.
• Valuing Diversity: Accepts and respects the individual differences of people. Displays an understanding of the uniqueness of all people and understands different cultures, values, opinions, generational differences, and belief systems. Has a mindset that all people have value and that all human differences must not be either bad or good.

About reacHIRE

reacHIRE is changing the trajectory for individuals in the workplace by partnering with forward-thinking companies. reacHIRE believes a career break shouldn't be a career breaker. At the end of the program, you may be eligible for full-time or extended contracting work, but it is not guaranteed. Either way, you’ll become part of the reacHIRE team, join with a cohort of fellow Returners, and we will provide 360-degree support via Aurora, along with a dedicated Program Manager to ensure your success every step of your journey back to work!

Our return-to-work program participants come from all walks of life, and so do we. At reacHIRE, the sum of our individual differences, life experiences, and self-expression is what makes us great. Be you and reach higher!

Please note:

• reacHIRE will reasonably accommodate applicants with disabilities who need adjustments in order to complete the application or interview process. For assistance with your application please contact: Sarah White at swhite@reachire.com.
• reacHIRE is unable to sponsor program participants for the duration of our return-to-work programs.

What’s great about working at Fidelity Investments?

At Fidelity, we are passionate about making our financial expertise broadly accessible and effective in helping people live the lives they want! We are a privately held company that places a high degree of value in creating and nurturing a work environment that attracts the best talent and reflects our commitment to our associates. We are proud of our diverse and inclusive workplace where we respect and value our associate for their unique perspectives and experiences. For information about working at Fidelity, visit FidelityCareers.com. Fidelity Investments is an equal opportunity employer.