Global Diversity, Equity, Inclusion & Belonging - 'Talent Now' Program Manager

Arcadis is the world's leading company delivering sustainable design, engineering, and consultancy solutions for natural and built assets.

We are more than 36,000 people, in over 70 countries, dedicated to improving quality of life. Everyone has an important role to play. With the power of many curious minds, together we can solve the world’s most complex challenges and deliver more impact together.

Role description:

The Global Diversity, Equity, Inclusion & Belonging Talent Now Program Manager role is part of the Global Diversity, Equity, Inclusion & Belonging Centre of Expertise (COE) who are responsible for providing knowledge, expertise, strategic direction and workstreams needed to increase diversity, equity and inclusion and realize our vision of increasing access, enhancing welfare, and fostering a stronger sense of belonging for all- in short Improving Quality of Life. 

This role will:  

• Be the central point of contact between the Business, Talent Acquistion, Sustainability (CSR) and the People Function to enable a targeted program to support underrepresented employees into the workplace / industry who typically are not successful through traditional hiring channels. 
• Operate as the key partner with the People Function to enable a positive onboarding and employee experience for all individuals hired through the program
• Create KPIs to measure the impact and effectiveness of the program, and look for continued opportunities to scale within Arcadis and the industry

Role accountabilities:

Strategic Program Development and Implementation

• Develop and implement a comprehensive hiring and enablement strategy to integrate non traditional hires directly into the organization's workforce, and / or be more successful entering the industry through mentoring / coaching and work experience programs.
• Align the program with organizational goals, hiring objectives (TA) corporate social responsibility (CSR) initiatives, and diversity, equity, and inclusion (DEI) objectives.
• Identify key metrics to measure program success and track progress over time.

Stakeholder Engagement and Collaboration

• Collaborate with internal teams (People Function, TA, legal, compliance, and leadership) to secure buy-in and ensure smooth program execution.
• Partner with external stakeholders such as NGOs, government agencies, support organizations, and local communities to source talent and provide support services.
• Act as a liaison between employees and the organization to address challenges and foster mutual understanding.

Recruitment, Training, and Onboarding

• Partner with the TA Team to design tailored recruitment processes to ensure accessibility for candidates, accounting for potential barriers like language, documentation, or gaps in formal education.
• Partner with the Skills and Capabilities team to develop and deliver onboarding programs that help employees integrate into the workplace and understand organizational culture.
• Coordinate training for hiring managers and teams to promote cultural sensitivity and inclusive practices.

Advocacy and Awareness Building

• Advocate for the program within the organization by raising awareness about the challenges they face and the benefits of hiring them.
• Lead campaigns, workshops, or events to educate employees on the importance of refugee inclusion in the workforce.
• Highlight success stories to inspire other teams and reinforce the program's value.

Support and Retention Initiatives

• Develop support systems for targeted employees, such as mentorship programs, language training, mental health resources, and access to legal aid.
• Regularly check in with refugee employees to understand their needs, address concerns, and ensure job satisfaction.

Compliance and Risk Management

• Partner with Legal and Compliance to ensure adherence to local and international laws regarding employment, including work permits, visas, and labor rights.
• Mitigate potential risks (e.g., legal, reputational, or operational) with the program.
• Stay up to date on global trends, legal requirements, and best practices to continuously improve the program.

Qualifications & Experience:

• Relevant professional qualification or chartered status
• Relevant experience including management of small to medium sized project 
• Relevant experience in running other “non traditional hire” programs through third party organizations globally
• Commercial acumen and the ability to manage relationships with external supplie