Diversity, Equity & Inclusion Senior Manager

Foley Hoag seeks a Diversity, Equity & Inclusion (DEI) Senior Manager based in our Boston office. The Diversity, Equity & Inclusion Senior Manager will report to the DEI Director and work across the organization serving as a bold thought leader and resource on diversity, equity and inclusion matters. The primary purpose of this role is to support the DEI Director within the department’s overall effectiveness and daily operations. The Senior Manager will have a collaborative approach and bring expertise, structure, and fluency to strengthen equity-centered strategies, policies, and practices reflecting Foley Hoag’s commitment to advancing DE&I forward. The successful candidate is self-motivated, will think big, use data to inform strategy, be comfortable challenging convention, and in some cases, reinvent how work is done. We believe that diversity of experience and background leads to better ideas and a stronger firm. We encourage everyone to bring their unique perspectives to our workplace. The Diversity, Equity & Inclusion Senior Manager will supervise the DEI Manager and assist with the supervision of the DEI Specialist and DEI Coordinator.   

Responsibilities 

• Serve as a strategic partner to the DEI Director to help identify, develop and implement DEI initiatives across the Firm including training, policy review, recruiting practices, educational and mentoring programs, and metrics.
• Serve as a thought leader, trusted advisor, and subject matter expert on Diversity, Equity & Inclusion matters.  
• Collaborate seamlessly with firm-wide functions to integrate DEI best practices and forward-thinking approaches including, but not limited to culture transformation, university, law school, and experienced recruiting, marketing, communications, learning & development, business development, benefits, and across service lines.
• Analyze data and identify key trends and opportunities in support of the firm's aspirational goals, leveraging additional insights and industry best practices to advance objectives.
• Provide guidance and direction on the planning, development, and execution of annual DEI initiatives, heritage celebrations and milestone events.
• Assist with the design, build and delivery of our annual DEI Engagement survey and use engagement survey findings to identify areas in need of improvement and strategize necessary and impactful changes in processes and policy.
• Strategically plan, recommend, and lead on key strategic goals related to DEI.
• Plan, design, develop, and facilitate DEI education, workshops, and training for firm personnel on various topics, including unconscious bias, inclusive leadership, micro and macro behaviors, etc. 
• Oversee learning and development initiatives offered through the Department of DEI.
• Oversee vendors to develop learning content or conduct educational programs when needed.  
• Collaborate with Legal Recruitment, Human Resources, and Business Development in developing new and innovative programs and initiatives, including student recruitment programs and innovative DEI programs, to attract and recruit the best possible diverse talent across the Legal Industry.
• Help facilitate and lead meetings, retreats, summits, and other educational opportunities to deepen and apply DEI learning and understanding; lead intergroup dialogue; move people to a place of being comfortable with discomfort, change, and growth.
• Stay current on DEI trends and best practices, tracking key metrics for progressing an inclusive culture. 

Qualifications  

The following provides a portrait of an ideal candidate. Candidates who possess many, though perhaps not all, qualifications outlined below are encouraged to apply. If you do not meet every qualification outlined below but believe you would be a strong candidate for the role, please use a cover letter to tell us why.   

• Bachelor's degree required, J.D. or advanced degree preferred.
• Minimum 7+ years of experience in talent management/HR at a law firm or professional services firm, with at least 5 years of experience in Diversity, Equity & Inclusion; large law firm experience strongly preferred.
• Ability to work effectively with a broad range of personalities.
• Ability to thrive in a fast-paced environment while maintaining attention to detail and delivering high quality work products.
• Creative and innovative thinker with experience in content design and delivery.
• Ability to work independently and flexibly, managing multiple tasks simultaneously.
• Extensive experience executing DEI strategy, initiatives, and programs.
• Proficiency in leveraging AI tools and technologies to enhance efficiency and work product.
• Experience in preparing and monitoring a department budget.
• Exceptional leadership, influence, and organizational skills.
• Highly developed skills and comfort in presenting/facilitating training sessions with large groups and via virtual and in person environments. 
• Ability to engage with senior leadership as a thought partner and advisor while also doing hands-on work to build and grow programs.
• Demonstrated creativity to lead projects from design and development through implementation measurement, and reporting required.
• Strong interpersonal skills, ability to understand organizational dynamics and relate to individuals from diverse personal and professional backgrounds.
• Ability to anticipate problems and issues and exercise independent judgment in seeking a resolution.
• Ability to build consensus and relationships among all levels of an organization, and specifically within the DEI team.
• Some travel is required.
• Advanced skill in Excel, PowerPoint, and Word. 

Compensation range is $154,000 to $212,000 commensurate with related experience and qualification. The salary of the candidate selected for this role will be set based on a variety of factors, including but not limited to internal equity, experience, specialty, and training. The above salary range (or hiring range) represents the firm's reasonable estimate of the range of possible compensation at the time of posting. 

Search firm submissions are not requested nor considered for this position.

Terms and Conditions | By submitting this application, I acknowledge receipt of and agree to the terms of Foley Hoag's Privacy Statement. I certify that answers given herein are true and complete to the best of my knowledge. In the event of employment, I understand that false or misleading information given in my application constitutes grounds for immediate termination. I hereby authorize Foley Hoag LLP to investigate the information on this application, my references, work record, education and other matters related to my suitability for employment. Furthermore, I understand that just as I am free to resign at any time, Foley Hoag LLP reserves the right to terminate my employment at any time and for any reason. I understand that no representative of Foley Hoag LLP has the authority to make assurances to the contrary. Foley Hoag LLP uses Greenhouse as a platform for our recruiting and hiring activities. Greenhouse may collect and use personal data that I provide, after anonymizing the data, to train their AI large language models. By applying to Foley Hoag LLP, I consent to Greenhouse’s use of my data in this manner. 

Accessibility | Foley Hoag is committed to affording equal access to job opportunities to qualified applicants with disabilities. Individuals with a disability who require accommodation or assistance in the job application process for a posted position may contact BusinessServicesRecruiting@foleyhoag.com. This information will be treated as confidential and used only for the purpose of determining an appropriate accommodation for the interview process. 

Foley Hoag LLP is an equal opportunity employer. This means that Foley Hoag LLP considers applicants for employment, and makes employment decisions without unlawful regard to sex, race, color, religion, citizenship, national origin, ancestry, sexual orientation, gender identity, age, marital or domestic partner/civil union status, military service, or veteran status, disability, and any other characteristic covered by applicable federal, state or local nondiscrimination laws.  

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. 

We do not pay search firm or agency fees when speculative and unsolicited candidate profiles are submitted. Please be advised that at this time we are not considering new agreements with search firms/agencies not currently on our preferred supplier list for Business Services Professionals recruitment.