Manager, Diversity, Equity & Inclusion

Comcast brings together the best in media and technology. We drive innovation to create the world's best entertainment and online experiences. As a Fortune 50 leader, we set the pace in a variety of innovative and fascinating businesses and create career opportunities across a wide range of locations and disciplines. We are at the forefront of change and move at an amazing pace, thanks to our remarkable people, who bring cutting-edge products and services to life for millions of customers every day. If you share in our passion for teamwork, our vision to revolutionize industries and our goal to lead the future in media and technology, we want you to fast-forward your career at Comcast.

Job Summary

The Manager, DE&I will provide division leadership in execution of DE&I Strategy. Partners closely with other division and region DE&I Leaders to ensure consistency and collaboration across the division and with HQ. Partners with the senior DE&I Lead to ensure that the DE&I strategy and sponsorship is visible and strategy adopted across the division.

Job Description

Core Responsibilities

• Partner with DE&I Lead to hold monthly meetings with region ERG HR Leaders
• Partner with DE&I Lead to conduct monthly meetings with the DE&I Council Leads
• Succession planning process for DE&I Councils and ERG Chapters – setting the strategy

• behind what this should look like, work with the regional councils and ERGs to ensure they

  execute accordingly, run a consistent and smooth process, meet deadlines, etc.

• Hold quarterly CENDIV Best practices Calls for ERGs and Councils – Working with the leads to ensure
• meaningful content is covered, leaders are prepared, deadlines, etc. 
• Attend National/HQ ERG Liaison calls – propose strategy on how we continue to align with the HQ work.
• Periodic speaking engagements when requested by regions/functions/ERG’s/Councils
• Connection with external best practices, bringing innovative approaches for consideration
• Collect and manage content for the monthly Inclusive Newsletter
• Partner with Data & Analytics team to develop and communicate DE&I data story
• Connection with regional ERG leads – regular touchpoints with the ERG leads across the Division to ensure we are sharing information; aligned with updates that need to be shared with their respective regions. 
• Serve as their day-to-day contact, as needed. Ensure we are serving the needs of the regions and set vision accordingly.
• Work with the CENDIV DE&I Employee Advisory council members – Connect with the employees that are serving on the council that is advising the DE&I leadership council.  Serve as the POC for that team and make sure all needs are being met and then elevate actions to CENDIV DE&I Lead to ensure that the work fits in our overall strategy
• Regular, consistent, and punctual attendance. Must be able to work nights and weekends, variable schedule(s) as necessary.
• Other duties and responsibilities as assigned.

Preferred Experience

Project Management

• Coordinate effective DEIB project management details and internal processes, such as designing project plans, meeting agenda flow and timelines, record keeping and monitoring projects’ progress, efficiency and goal outcomes, in support of the Division’s DEIB growth playbook.
• Responsible for providing a broad variety of project management functions including timely and accurate data-insights tracking and management of activities across DEIB programs and initiatives (e.g. – ERGs, employee engagement experiences, DEI-centric activities).
• Strong, reliable ability to optimize and maintain the organizational structure and efficiency of the DEIB database, its content and resources.
• Demonstrated ability to translate DEI-centric data insights and details into digestible and simplified messaging for socializing throughout to key audiences and stakeholders including the HR leadership team, Division and enterprise as a whole.

ERGs/Councils

• Serve as the operational point of contact, acting on behalf of the DEIB team across Central Division’s nine (9) Employee Resource Groups (ERGs) and councils
• Collaborate with ERGs to meet governance guidelines and develop objectives, define impact, measurement goals and establish regular reporting to track results on investment
• Support for guiding the oversight of ERG budgets with ability to demonstrate return on investment across portfolio of ERG initiatives and programs.