Senior Director - Diversity Equity Inclusion & Employee Experience

At MFS, you will find a culture that supports you in doing what you do best. Our employees work together to reach better outcomes, favoring the strongest idea over the strongest individual. We put people first and demonstrate care and compassion for our community and each other. Because what we do matters – to us as valued professionals and to the millions of people and institutions who rely on us to help them build more secure and prosperous futures.

THE ROLE

The Senior Director - Diversity, Equity, Inclusion & Employee Experience (DEI & EX) will set the vision, strategy and priorities for shaping a workplace culture where all employees feel valued, respected, and empowered to do their best work. The role drives enterprise strategies, programs, and practices that foster DEI, belonging, and a consistent, high-quality employee experience across the full employee lifecycle/journey.

This role integrates DEI, culture, engagement, experience design, employee communications, and the Employee Value Proposition (EVP) to enable organizational performance, innovation, and retention. By aligning these capabilities, the team ensures consistent messaging, authentic storytelling, and inclusive practices that reflect who we are as an employer and how employees experience work every day.

The role and DEI & EX team will partner closely with HR Centers of Expertise (COEs), HR Business Partners (HRBPs), Corporate Communications, Corporate Citizenship and Community Advocacy, and business leaders to embed inclusive and experience-driven practices into everyday operations rather than treating them as standalone initiatives.

WHAT YOU WILL DO

1. DEI & Belonging Strategy

• Define and evolve the enterprise DEI and belonging strategy aligned to strategic business priorities.

• Establish guiding principles, frameworks, and enterprise standards for enabling DEI practices globally.

• Responsible for planning, execution and optimization of DEI efforts across the organization, with external partners and communities.

• Identify systemic barriers and recommend policy or process improvements.

• Serve as a thought leader on inclusive culture to drive behavioral expectations.

• Partner with business unit leaders in various regions to ensure DEI strategies are globally relevant while allowing for local customization.

2. Employee Experience Design

• Apply human-centered design principles to HR programs, policies and communications.

• Partner with COEs to ensure consistency and quality of employee touchpoints.

• Prioritize high-impact employee journey points/events (e.g., onboarding, leadership transitions) to maximize resource efficiency and scalability.

• Leverage AI to enhance employee listening & help with actionable recommendations.

3. Engagement & Culture Employee Communications

• Develop and lead the employee communication strategy in partnership with Enterprise Communications designed to evolve, sequence and prioritize internal employee communications ensuring employees have easy and early access to HR/DEI information.

• Develop initiatives that strengthen psychological safety, belonging, trust and connection.

• Lead employee communications that are clear, timely and engaging, reinforcing transparency and alignment during both steady-state operations and change.

• Support leaders and managers with tools, playbooks, and messaging to enable inclusive leadership and consistent employee experiences.

• Champion cultural norms and narratives that reinforce innovation, adaptability, accountability and shared purpose.

• Partner with Communications team to ensure messaging is aligned across channels and ensuring consistency.

4. Employee Brand and EVP Stewardship

• Shape and steward the Employee Value Proposition (EVP), ensuring it authentically reflects the employee experience and aligns with business and talent strategies.

• In partnership with Employer Brand advance efforts where employees feel independent, empowered to be creative and innovative in service of delivering excellence for clients.

• Ensure internal and external employer messaging is consistent, inclusive, and differentiated.

• Partner with Talent Acquisition, Communications, and HR leaders to align candidate and employee experiences with EVP and cultural expectations.

• Use storytelling and employee voices to reinforce who we are as an employer and how work is experienced across the organization.

• Regularly evaluate the EVP to ensure it evolves with employee expectations and remains competiti