ERGs and Inclusion Networks Leader

Candidates who live within 50 miles of Boston, MA; Portsmouth, NH; Seattle, WA; Indianapolis, IN; Columbus, OH; or Plano, TX will follow a hybrid schedule, coming into the office two days per week. Otherwise, this role is remote.

Role Summary

Leads and scales a team of Equity & Inclusion Consultants who support Employee Resource Groups (ERGs) and Inclusion Networks (INs). Accountable for team strategy, operational excellence, governance, measurement, stakeholder partnership, and talent development to ensure ERG/IN activity evolves from transactional programming to strategic, measurable impact that advances the ERG North Star, supports business outcomes, and drives a high-performing, equitable, and inclusive culture. The ERG & IN Leader will elevate the ERG/IN program by positioning these communities as strategic advisors and co-creators, deeply integrated into Liberty Mutual's ways of working. This role will own the roadmap and execution of key initiatives that shape both Liberty Mutual's culture and business outcomes.

Strategic Outcomes

1. ERG/IN strategies and annual plans are aligned to enterprise Equity & Inclusion priorities and business goals.
2. Consultants operate as trusted strategic advisors, shifting from transactional support to outcome-driven partnerships with ERG/IN leaders, leveraging key relationships to advance talent, business, and ERG/IN goals.
3. ERG/IN leaders report high and consistent satisfaction with consultant support and perceived value-add.
4. In partnership with the Insights & Action team, establish a reliable, data-driven measurement and reporting cadence that demonstrates ERG/IN impact and informs Inclusive Experience (IEX) and business decisions.
5. ERG insights and perspectives are systematically elevated and integrated into the co-creation of enterprise solutions.
6. Cross-functional partnerships are coordinated and governance is streamlined to reduce partner fatigue and mitigate organizational risk.
7. Scalable playbooks, toolsets, and processes enable consistent, values-aligned program delivery across all ERGs/INs, reinforcing Liberty Mutual's brand and culture.

Scope & Stakeholders

• Direct Reports: 5–6 Equity & Inclusion Consultants
• Key Internal Partners: ERG/IN Leadership Teams, Inclusive Experience (IEX), Talent & People Operations, Global Brand & Communications, Legal, Public Relations, Business Unit Leaders, Community Investments
• External Partners: Affinity organizations, conference partners, speakers, and vendors
• Budgetary Remit: Manages team-level budget and provides oversight and guidance for ERG event and partnership spend

Key Responsibilities

• Team Leadership: Hire, develop, coach, and retain Equity & Inclusion Consultants; define clear career paths and performance expectations.
• Strategic Oversight: Set and maintain the team roadmap, review and approve ERG/IN annual plans, and prioritize cross-ERG/IN workstreams.
• Governance & Risk Management: Standardize processes, enforce organizational controls (including privacy, recording policies, and external communications), and own escalation pathways.
• Measurement & Insights: Partner with Inclusive Experience (IEX) and the Insights & Action team to define scorecards, lead quarterly impact reviews, and drive a culture of continuous improvement.
• Stakeholder Management: Partner with E&I Alignment to coordinate enterprise responses, facilitate senior leader engagement, and develop external partnership strategy.
• Program Quality: Ensure high-caliber event enablement, consistent communications guidance, and full vendor and contract compliance.
• Thought Leadership: Stay current with ERG and inclusion best practices and industry trends, bringing innovative, evidence-based solutions to the organization.

Success Measures (KPIs)

• ERG/IN Leader Satisfaction (quarterly pulse): Target ≥ defined organizational benchmark (e.g. 85–90% satisfied).
• Alignment of annual plans to enterprise priorities: 95%+ of ERG/IN plans approved and validated.
• Consultant capability progression: 50–70% of consultants demonstrate measurable advancement from operational to strategic advisor within 12 months.
• Measurement cadence adherence: 100% of quarterly impact reviews delivered on schedule with documented action items.
• Escalation resolution: Year-over-year reduction in high-risk escalations and average resolution time by ~30%.
• Cross-ERG/IN joint initiatives: 3–6 joint initiatives delivered annually with measurable outcomes.
• External partnership ROI: Demonstrated impact on programming or talent pipeline from priority partners (qualitative + quantitative).

Core Capabilities

• Strategic Leadership: Sets a clear vision, aligns the team to enterprise goals, and drives smart prioritization across competing demands.
• Coaching & Talent Development: Builds consultant capability through intentional development plans, actionable feedback, and a commitment to growing the next generation of inclusion leaders.
• Stakeholder Influence: Cultivates trusted partnerships across HR, Brand, Legal, and business leadership; adept at navigating ambiguity and competing priorities.
• Operational Discipline & Governance: Establishes scalable, repeatable processes, enforces compliance standards, and proactively manages organizational risk.
• Data Literacy & Measurement: Defines meaningful outcomes, translates data insights into action, and champions continuous improvement.
• Program & Event Enablement: Proven success in developing strategic partnership and event plans that elevate employee experience and drive business unit outcomes. Demonstrates deep knowledge of event production, speaker vetting, executive engagement, and budget management. Proven ability to successfully manage large-scale, complex initiatives.
• Cultural Competence & Empathy: Demonstrates a deep understanding of intersectional identities and lived experiences; fosters psychologically safe, inclusive partnerships across all levels of the organization.