Chief Diversity & Inclusion Officer

Job Description

About the Organization

We are a U.S.-headquartered global financial services and institutional investment enterprise operating across asset management, capital markets advisory, private equity, digital banking infrastructure, and multi-asset portfolio management. Our workforce spans international offices, regulated subsidiaries, trading platforms, investment operations centers, and technology development hubs.

As a fiduciary steward of institutional and retail capital, our organization operates within highly scrutinized regulatory environments, complex governance frameworks, and public stakeholder ecosystems. Talent strategy, equitable advancement, inclusive leadership accountability, and workforce representation transparency are not ancillary programs; they are enterprise-level imperatives tied to investor confidence, regulatory alignment, and long-term enterprise value creation.

We are seeking a visionary and execution-oriented Chief Diversity & Inclusion Officer (CDIO) to architect and institutionalize enterprise-wide inclusion strategy, representation governance, equitable talent systems, and cultural transformation frameworks across a globally distributed workforce.

This is not a communications-facing DEI program role. This is a board-visible enterprise governance and talent architecture mandate.

Job Function

The Chief Diversity & Inclusion Officer will lead global diversity, equity, inclusion, and belonging strategy across talent acquisition, leadership development, compensation equity governance, supplier diversity, workforce analytics, and executive accountability frameworks.

This executive ensures that representation, inclusive leadership, and equitable systems are integrated into business performance, risk management, regulatory compliance, and long-term growth strategy.

Essential Duties and Responsibilities

• Architect and execute a multi-year global diversity and inclusion strategy aligned with enterprise growth, regulatory expectations, and fiduciary responsibilities.

• Establish measurable representation, advancement, and pay equity benchmarks across business lines and leadership tiers.

• Integrate inclusive leadership accountability into executive performance frameworks and succession planning processes.

• Oversee enterprise-wide workforce analytics dashboards tracking hiring velocity, retention, mobility, promotion equity, and leadership pipeline diversity.

• Partner with Talent Acquisition to strengthen inclusive recruitment frameworks across early career, experienced hire, and executive search pipelines.

• Guide equitable compensation review processes in partnership with Total Rewards and HR leadership.

• Design inclusive leadership development programs for senior executives and emerging leaders.

• Embed inclusion governance within performance management systems and leadership calibration forums.

• Strengthen employee resource group (ERG) strategy through executive sponsorship alignment and measurable impact outcomes.

• Oversee supplier diversity initiatives aligned with procurement governance and ESG commitments.

• Partner with Legal and Compliance to ensure alignment with federal, state, and global regulatory frameworks.

• Present enterprise D&I performance updates to the CEO, the executive committee, and the Board-level human capital committees.

• Lead crisis response and culture resilience initiatives during organizational transitions or external reputational events.

Strategic Support

• Advise CEO and Board on long-term workforce representation strategy and public disclosure frameworks.

• Align D&I initiatives with ESG reporting, investor communications, and corporate responsibility mandates.

• Support M&A integration by harmonizing inclusion frameworks across newly acquired entities.

• Guide global cultural transformation efforts during expansion into new markets.

• Strengthen employer brand positioning through measurable workforce equity outcomes.

• Ensure D&I strategy enhances enterprise risk mitigation and talent sustainability.

Job Qualifications and Requirements

• 18+ years of progressive leadership experience in diversity & inclusion, human capital strategy, organizational development, or related executive talent functions.

• 8+ years within highly regulated industries such as financial services, banking, institutional investment, or capital markets.

• Proven experience designing enterprise-wide diversity and inclusion governance frameworks at scale.

• Demonstrated success in implementing measurable representation and pay equity initiatives.

• Strong command of workforce analytics, HR systems, and performance governance structures.

• Experience presenting strategic human capital insights to executive leadership and Board committees.

• Deep understanding of regulatory considerations related to employment law and workforce compliance.

• Bachelor’s degree required; advanced degree in Organizational Leadership, Business, Public Policy, or related discipline strongly preferred.

Personal Capabilities and Qualifications

• Enterprise-level strategist with systems-thinking orientation

• Executive presence and Board-ready communication capability

• High accountability for measurable inclusion outcomes

• Data-driven and analytically rigorous decision-maker

• Strong cross-functional influence across HR, Legal, Finance, and Operations

• Credible advisor to senior leadership in complex governance environments

• Resilient and composed in high-visibility public and regulatory contexts

• Builder of scalable frameworks rather than isolated programs

Working Conditions

• Fully Remote – United States

• Periodic domestic and limited international travel for executive forums, Board sessions, and global workforce summits (20–30%)

• High-accountability role tied to measurable representation, retention, leadership advancement, and equity performance KPIs

• Executive-level visibility with recurring reporting to the CEO and Board committees

• Collaboration across distributed global HR, Legal, Compliance, and Business Unit leadership teams

Compensation & Benefits

Total Executive Compensation Package: $342,000 – $428,000 USD

Compensation Includes:

• Competitive base salary within stated range

• Performance-based annual incentive aligned with measurable inclusion and talent sustainability metrics

• Long-term executive incentive eligibility (equity and/or deferred compensation programs)

• Comprehensive health, dental, and vision coverage

• 401(k) with employer contribution

• Executive-level professional development and advisory resources

• Remote flexibility with executive home office support

• Generous PTO and executive leave structure

Why Join Us

• Lead enterprise-wide inclusion strategy within a globally regulated financial institution

• Influence governance structures that shape workforce equity and investor confidence

• Partner directly with the CEO and Board leadership on human capital strategy

• Drive measurable cultural transformation tied to long-term enterprise value

• Competitive executive compensation aligned with strategic organizational impact