Director of Diversity and Inclusion Jobs
Director of Diversity and Inclusion jobs are open across corporate, healthcare, higher education, government, and nonprofit sectors, at every level from manager to VP, with specializations in equity strategy, workforce development, and organizational culture. Scan the live roles below and apply to whichever ones fit.
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Careers that change lives start here. Medtronic is a global leader in healthcare technology with a Mission to alleviate pain, restore health, and extend life. Our 95,000 employees work across more than 150 countries to put patients first — developing innovative medical technologies that improve the lives of 72+ million patients each year. Your unique talents will help shape the future of healthcare while building a career grounded in purpose, growth, and impact.
A Day in the Life
Medtronic’s Global Inclusion, Diversity & Equity (GIDE) function advances enterprise priorities through employee Networks and Employee Resource Groups (ERGs), strategic partnerships, employee insights, and cross-functional programs. The Senior Diversity Program Manager will help translate this strategy into consistent, measurable programs across the organization.This is an onsite role (4 days in office, 1 day remote) at our Operational Headquarters (OHQ) in Minneapolis, MN. Other Medtronic locations may be considered.
The Senior Diversity Program Manager leads strategic initiatives supporting Medtronic’s Global Inclusion, Diversity & Equity strategy and enterprise priorities. This role manages Network and Employee Resource Group operations and governance, translates employee insights into action, supports sensitive issue response and risk mitigation, and strengthens external partnerships. The position works across Talent Acquisition, Human Resources, Communications, Legal, the Medtronic Foundation, and other stakeholders to deliver measurable outcomes and improve program effectiveness.
Primary Responsibilities
- Lead assigned Network and Employee Resource Group strategies, annual plans, governance, leadership succession, onboarding, programming, and accountability.
- Translate employee feedback, survey findings, participation data, and Network and Employee Resource Group insights into action plans, milestones, and measures of success.
- Support responses to emerging events and sensitive employee issues, coordinating escalation and risk mitigation with Human Resources, Legal, Communications, Security, and other stakeholders.
- Manage strategic external partnerships and coordinate conference participation, sponsorships, recruitment activities, and employee development opportunities with Talent Acquisition and Network leaders.
- Lead cross-functional initiatives across Talent Acquisition, Human Resources Centers of Excellence, Talent Cohorts, the Medtronic Foundation, and other partners, managing scope, timelines, dependencies, budgets, and deliverables.
- Measure program performance, partnership outcomes, and quarterly milestones; develop dashboards, leadership updates, and impact stories connecting results to employee and enterprise priorities.
- Partner with GIDE Communications on program communications, social media content, and contributions to environmental, social, and governance (ESG) and GIDE reporting. Improve program operations through standardized processes, technology, employee feedback, benchmarking, budget management, and resource planning.
Required Qualifications
- Bachelor’s degree and 7+ years of relevant experience OR advanced degree and 5+ years of relevant experience.
- Experience leading strategic programs across multiple stakeholders in a complex organization.
- Experience managing employee programs, Networks, Employee Resource Groups, or comparable enterprise employee initiatives. Experience using employee, program, or participation data to measure outcomes and inform recommendations.
Preferred Qualifications
- Experience managing Network or Employee Resource Group governance, volunteer leaders, and employee engagement programs.
- Experience coordinating sensitive employee issues, escalation processes, or organizational risk mitigation.
- Experience managing external partnerships, conferences, sponsorships, vendors, or related budgets.
- Experience partnering with Talent Acquisition, Human Resources, Communications, Legal, or other enterprise functions.
- Experience developing dashboards, leadership reporting, communications, or program impact measures.
For Baccalaureate degrees earned outside of the United States, a degree that satisfies the requirements of 8 C.F.R. § 214.2(h)(4)(iii)(A) is required.
Physical Job Requirements
The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position.
The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer, and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role.
U.S. Work Authorization & Sponsorship
At Medtronic, we are committed to fostering an environment where employees can thrive and make a meaningful impact. In alignment with our enterprise-wide workforce planning approach, U.S. work authorization sponsorship (H-1B, TN, J, etc.) is offered exclusively for Principal-level roles and above, where specialized expertise aligns with long-term business needs. Roles below the Principal level require candidates to possess unrestricted U.S. work authorization at the time of hire and for the duration of employment.
Recruitment Fraud Alert
We are aware of phishing scams targeting job seekers. Please keep the following in mind:
Apply only through official Medtronic channels. All legitimate Medtronic recruiting communications come from approved Medtronic platforms and official @medtronic.com email addresses.
Medtronic will never ask for payment or sensitive personal information (such as bank account or Social Security details) during early stages of the hiring process. Any such requests are not legitimate.
If you receive a suspicious message claiming to be from Medtronic, do not respond, click links, or open attachments.
If you have any questions, concerns regarding the authenticity of a communication alleged to have been made by or on behalf of Medtronic, please contact us immediately at AskHR@medtronic.com .
Benefits & Compensation
Medtronic offers a competitive Salary and flexible Benefits Package
A commitment to our employees lives at the core of our values. We recognize their contributions. They share in the success they help to create. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage.
This position is eligible for a short-term incentive called the Medtronic Incentive Plan (MIP). The base salary range is applicable across the United States, excluding Puerto Rico and specific locations in California. The offered rate complies with federal and local regulations and may vary based on factors such as experience, certification/education, market conditions, and location. Compensation and benefits information pertains solely to candidates hired within the United States (local market compensation and benefits will apply for others).
The following benefits and additional compensation are available to those regular employees who work 20+ hours per week: Health, Dental and vision insurance , Health Savings Account , Healthcare Flexible Spending Account , Life insurance, Long-term disability leave , Dependent daycare spending account , Tuition assistance/reimbursement , and Simple Steps (global well-being program).
The following benefits and additional compensation are available to all regular employees: Incentive plans, 401(k) plan plus employer contribution and match , Short-term disability , Paid time off , Paid holidays , Employee Stock Purchase Plan , Employee Assistance Program , Non-qualified Retirement Plan Supplement (subject to IRS earning minimums) , and Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums).
Regular employees are those who are not temporary, such as interns. Temporary employees are eligible for paid sick time, as required under applicable state law, and the Employee Stock Purchase Plan. Please note some of the above benefits may not apply to workers in Puerto Rico.
Further details are available at the link below:
Medtronic benefits and compensation plans
It is the policy of Medtronic to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Medtronic will provide reasonable accommodations for qualified individuals with disabilities.
If you are applying to perform work for Medtronic, Inc. (“Medtronic”) in any position which will involve performing at least two (2) hours of work on average each week within the unincorporated areas of Los Angeles County, you can find here a list of all material job duties of the specific job position which Medtronic reasonably believes that criminal history may have a direct, adverse and negative relationship potentially resulting in the withdrawal of a conditional offer of employment. Medtronic will consider for employment qualified job applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.
Careers that change lives start here. Medtronic is a global leader in healthcare technology with a Mission to alleviate pain, restore health, and extend life. Our 95,000 employees work across more than 150 countries to put patients first — developing innovative medical technologies that improve the lives of 72+ million patients each year. Your unique talents will help shape the future of healthcare while building a career grounded in purpose, growth, and impact.
A Day in the Life
Medtronic’s Global Inclusion, Diversity & Equity (GIDE) function advances enterprise priorities through employee Networks and Employee Resource Groups (ERGs), strategic partnerships, employee insights, and cross-functional programs. The Senior Diversity Program Manager will help translate this strategy into consistent, measurable programs across the organization.This is an onsite role (4 days in office, 1 day remote) at our Operational Headquarters (OHQ) in Minneapolis, MN. Other Medtronic locations may be considered.
The Senior Diversity Program Manager leads strategic initiatives supporting Medtronic’s Global Inclusion, Diversity & Equity strategy and enterprise priorities. This role manages Network and Employee Resource Group operations and governance, translates employee insights into action, supports sensitive issue response and risk mitigation, and strengthens external partnerships. The position works across Talent Acquisition, Human Resources, Communications, Legal, the Medtronic Foundation, and other stakeholders to deliver measurable outcomes and improve program effectiveness.
Primary Responsibilities
- Lead assigned Network and Employee Resource Group strategies, annual plans, governance, leadership succession, onboarding, programming, and accountability.
- Translate employee feedback, survey findings, participation data, and Network and Employee Resource Group insights into action plans, milestones, and measures of success.
- Support responses to emerging events and sensitive employee issues, coordinating escalation and risk mitigation with Human Resources, Legal, Communications, Security, and other stakeholders.
- Manage strategic external partnerships and coordinate conference participation, sponsorships, recruitment activities, and employee development opportunities with Talent Acquisition and Network leaders.
- Lead cross-functional initiatives across Talent Acquisition, Human Resources Centers of Excellence, Talent Cohorts, the Medtronic Foundation, and other partners, managing scope, timelines, dependencies, budgets, and deliverables.
- Measure program performance, partnership outcomes, and quarterly milestones; develop dashboards, leadership updates, and impact stories connecting results to employee and enterprise priorities.
- Partner with GIDE Communications on program communications, social media content, and contributions to environmental, social, and governance (ESG) and GIDE reporting. Improve program operations through standardized processes, technology, employee feedback, benchmarking, budget management, and resource planning.
Required Qualifications
- Bachelor’s degree and 7+ years of relevant experience OR advanced degree and 5+ years of relevant experience.
- Experience leading strategic programs across multiple stakeholders in a complex organization.
- Experience managing employee programs, Networks, Employee Resource Groups, or comparable enterprise employee initiatives. Experience using employee, program, or participation data to measure outcomes and inform recommendations.
Preferred Qualifications
- Experience managing Network or Employee Resource Group governance, volunteer leaders, and employee engagement programs.
- Experience coordinating sensitive employee issues, escalation processes, or organizational risk mitigation.
- Experience managing external partnerships, conferences, sponsorships, vendors, or related budgets.
- Experience partnering with Talent Acquisition, Human Resources, Communications, Legal, or other enterprise functions.
- Experience developing dashboards, leadership reporting, communications, or program impact measures.
For Baccalaureate degrees earned outside of the United States, a degree that satisfies the requirements of 8 C.F.R. § 214.2(h)(4)(iii)(A) is required.
Physical Job Requirements
The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position.
The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer, and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role.
U.S. Work Authorization & Sponsorship
At Medtronic, we are committed to fostering an environment where employees can thrive and make a meaningful impact. In alignment with our enterprise-wide workforce planning approach, U.S. work authorization sponsorship (H-1B, TN, J, etc.) is offered exclusively for Principal-level roles and above, where specialized expertise aligns with long-term business needs. Roles below the Principal level require candidates to possess unrestricted U.S. work authorization at the time of hire and for the duration of employment.
Recruitment Fraud Alert
We are aware of phishing scams targeting job seekers. Please keep the following in mind:
Apply only through official Medtronic channels. All legitimate Medtronic recruiting communications come from approved Medtronic platforms and official @medtronic.com email addresses.
Medtronic will never ask for payment or sensitive personal information (such as bank account or Social Security details) during early stages of the hiring process. Any such requests are not legitimate.
If you receive a suspicious message claiming to be from Medtronic, do not respond, click links, or open attachments.
If you have any questions, concerns regarding the authenticity of a communication alleged to have been made by or on behalf of Medtronic, please contact us immediately at AskHR@medtronic.com .
Benefits & Compensation
Medtronic offers a competitive Salary and flexible Benefits Package
A commitment to our employees lives at the core of our values. We recognize their contributions. They share in the success they help to create. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage.
This position is eligible for a short-term incentive called the Medtronic Incentive Plan (MIP). The base salary range is applicable across the United States, excluding Puerto Rico and specific locations in California. The offered rate complies with federal and local regulations and may vary based on factors such as experience, certification/education, market conditions, and location. Compensation and benefits information pertains solely to candidates hired within the United States (local market compensation and benefits will apply for others).
The following benefits and additional compensation are available to those regular employees who work 20+ hours per week: Health, Dental and vision insurance , Health Savings Account , Healthcare Flexible Spending Account , Life insurance, Long-term disability leave , Dependent daycare spending account , Tuition assistance/reimbursement , and Simple Steps (global well-being program).
The following benefits and additional compensation are available to all regular employees: Incentive plans, 401(k) plan plus employer contribution and match , Short-term disability , Paid time off , Paid holidays , Employee Stock Purchase Plan , Employee Assistance Program , Non-qualified Retirement Plan Supplement (subject to IRS earning minimums) , and Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums).
Regular employees are those who are not temporary, such as interns. Temporary employees are eligible for paid sick time, as required under applicable state law, and the Employee Stock Purchase Plan. Please note some of the above benefits may not apply to workers in Puerto Rico.
Further details are available at the link below:
Medtronic benefits and compensation plans
It is the policy of Medtronic to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Medtronic will provide reasonable accommodations for qualified individuals with disabilities.
If you are applying to perform work for Medtronic, Inc. (“Medtronic”) in any position which will involve performing at least two (2) hours of work on average each week within the unincorporated areas of Los Angeles County, you can find here a list of all material job duties of the specific job position which Medtronic reasonably believes that criminal history may have a direct, adverse and negative relationship potentially resulting in the withdrawal of a conditional offer of employment. Medtronic will consider for employment qualified job applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.
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Find JobsDirector of Diversity and Inclusion Job Market
Who's Hiring
Top Industries Hiring
- Insurance
What Employers Look For
The qualifications that appear most often in director of diversity and inclusion jobs.
- 7 or more years of progressive experience in diversity, equity, and inclusion or related HR fields
- Demonstrated experience designing and executing company-wide DEI strategies and initiatives
- Proficiency with HRIS platforms and people analytics tools to track workforce representation data
- Experience facilitating training programs on unconscious bias, inclusive leadership, and belonging
- Strong stakeholder management skills including executive communication and cross-functional collaboration
- Bachelor's degree in human resources, organizational development, social sciences, or a related field
Tips for Your Director of Diversity and Inclusion Job Search
Quantify your equity program outcomes
Hiring panels for director-level DEI roles expect measurable impact. Replace vague claims with concrete results: representation shifts achieved, employee resource groups launched, or training completion rates improved. Numbers signal strategic ownership, not just programmatic participation.
Align your resume to the organization's DEI maturity
A startup building its first DEI function values different experience than a Fortune 500 scaling an existing one. Tailor your resume to signal whether you build programs from scratch or optimize established ones. Mismatched positioning is the most common reason strong candidates get screened out.
Apply early to roles that fit
Migrate Mate lists director of diversity and inclusion openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target organizations with public equity commitments
Companies that have published DEI reports, signed equity pledges, or disclosed workforce demographic data are actively investing in this function. Search for employers whose public commitments align with your approach so your interview answers connect directly to their stated priorities.
Prepare a DEI philosophy statement before interviews
Most director-level interviews open with a broad question about your approach to equity and inclusion. Have a clear, rehearsed answer that covers your framework, how you handle organizational resistance, and how you measure progress. Generic answers are the most common reason candidates stall at this stage.
Negotiate scope before negotiating compensation
Before discussing pay, clarify the reporting structure, budget authority, and whether you have dedicated headcount. Director of diversity and inclusion roles vary widely in actual decision-making power. Understanding the role's real influence protects you from accepting a title without the resources to deliver on it.
Director of Diversity and Inclusion Jobs: Frequently Asked Questions
Which companies are hiring the most director of diversity and inclusions?
Medtronic, Condé Nast, and Boston University are hiring the most director of diversity and inclusions right now, with openings concentrated in Illinois, New York, and Washington, based on current listings on Migrate Mate as of November 2026. Healthcare systems, financial services firms, and large technology companies tend to maintain the most active hiring volume for this role.
How many director of diversity and inclusion jobs are remote?
About 80% of director of diversity and inclusion openings are fully remote or hybrid as of November 2026, reflecting broader workplace flexibility trends for senior individual contributor and leadership roles. Strategy-focused and policy-development functions tend to offer the most remote flexibility, while roles requiring on-site culture programming or executive presence often require in-person or hybrid schedules.
How do you become a director of diversity and inclusion?
Most directors of diversity and inclusion build their path through HR, organizational development, or social justice roles before moving into dedicated DEI functions. From there, progression typically involves leading employee resource groups, managing DEI program portfolios, and eventually owning strategy at a department or enterprise level. Earning a certification in DEI practice or organizational development strengthens candidacy for director-level roles.
Can you get hired as a director of diversity and inclusion without direct DEI experience?
Candidates without a formal DEI title can still be competitive if they can demonstrate transferable leadership in related areas such as talent strategy, community engagement, organizational change management, or workforce development. Highlighting specific equity outcomes you drove, even outside a DEI-designated role, matters more than the job title you held. Smaller organizations and nonprofits are often more open to adjacent backgrounds than large corporations.
What does the director of diversity and inclusion interview process look like?
The interview process typically includes an initial recruiter screen, a hiring manager conversation focused on your DEI philosophy and strategic experience, and a panel interview with HR leadership and cross-functional stakeholders. Many employers also include a presentation or case study asking you to diagnose a DEI challenge and propose a solution. References and a final executive interview are common before an offer is extended.
Where can I find and apply to director of diversity and inclusion jobs?
You can find and apply to director of diversity and inclusion jobs on Migrate Mate, which lists current openings from across the United States in one place. Search the roles available, find the ones that match your experience and preferences, and apply directly to each listing that fits.
See All 10 Director of Diversity and Inclusion Jobs
Find roles that match your experience and apply in just a few clicks.
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