Job Abstract

Job Description

SUMMARY: The Diversity, Equity, and Inclusion (DEI) Talent Partner Contractor will inform the employee experience from sourcing through exit to ensure we are living up to our company value of creating belonging with intention. In partnership with the Talent Acquisition Leaders, the DEI Talent Partner will ensure we are: sourcing diverse talent; building and running inclusive hiring processes; and onboarding in ways that create genuine belonging.

The DEI Talent Partner Contractor leverages their emotional intelligence, relationship building skills, and collaborative work ethic to meet DEI goals. With an authentic commitment to Diversity, Equity, Inclusion, and Belonging, this person will collaborate cross functionally, partnering with managers to build, support, and grow diverse and inclusive teams, while also connecting with individuals to address their employee experience. This requires the ability to effectively influence without authority, especially in difficult situations and conversations. Our DEI Talent Partner Contractor plays a critical role by informing and executing DEI strategy across Stride.

ESSENTIAL FUNCTIONS:   Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.

• Sourcing a diverse pipeline of qualified candidates for our open positions.
• Identifying and building relationships with external organizations and resources with the goal of hiring a diverse workforce.
• Reviewing job descriptions to minimize bias, and assisting with posting roles in our HRIS to ensure timely hiring.
• Creating and delivering DEI training and content as deemed necessary and appropriate.
• Creating, publishing, and distributing reports to effectively track our progress toward DEI goals.
• Authoring company-wide communications around DEI.
• Managing and creating company-wide activities.
• Logistically managing and leading the Diversity, Equity, & Inclusion Committee including scheduling and running meetings and coordinating group communications
• Being the main point of contact for all employee-facing DEI questions
• Supporting employee resource groups for all identities and holding accountable to the standard operating procedure.
• Collaborating with the People Operations Partner when addressing issues being reported, and handling responses regarding DEI with directness and appropriate confidentiality.
• Maintaining and fostering collaboration and engagement in Slack and other channels for the Employee Resource Groups, DEI Committee, and across the organization and other stakeholders as is necessary.

Supervisory Responsibilities: This position has no formal supervisory responsibilities.

Certificates and Licenses: None required.

MINIMUM REQUIRED QUALIFICATIONS:   

• 5+ years of experience working in Talent Development or Talent Acquisition, with at least 1 year of experience in placement or recruitment of technical talent (e.g. software engineers)
• Experience with recruitment sourcing
• Expertise navigating Diversity, Equity, Inclusion and Belonging issues in the workplace
• Discretion and confidentiality managing sensitive information and employee issues
• Excellent relationship building, empathy, and emotional intelligence skills with work history that demonstrates your ability to meet people where they are to drive a desired outcome
• Ability to clear required background check

DESIRED QUALIFICATIONS: 

• DEI-related certification
• HR certification (e.g. PHR, SHRM-CP)
• Experience with LinkedIn recruiter or other sourcing tools
• Microsoft Office proficiency

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This position is virtual and open to residents of the 50 states, D.C.

COMPENSATION & BENEFITS: Stride, Inc. considers a person’s education, experience, and qualifications, as well as the position’s work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee’s salary level.  Salaries will differ based on these factors, the position’s level and expected contribution, and the employee’s benefits elections.  Offers will typically be in the bottom half of the range. 

We anticipate this position will pay between $27.28 - $43.64. This is a temporary/contractor role and you will be an employee of Randstad. The upper end of this range is not likely to be offered, as an individual’s compensation can vary based on several factors. These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Randstad offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off.

Job Type

The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is “at-will” as governed by the law of the state where the employee works.  It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.

Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)