Diversity and Inclusion Manager Jobs
Diversity and Inclusion Manager jobs are open across corporate, healthcare, higher education, government, and nonprofit sectors, at every level from coordinator to director, with specializations in employee resource groups, pay equity analysis, and belonging strategy. Find a role that fits below and apply directly.
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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 JobsDiversity and Inclusion Manager Job Market
Who's Hiring
Top Industries Hiring
- Insurance
What Employers Look For
The qualifications that appear most often in diversity and inclusion manager jobs.
- Bachelor's degree in human resources, organizational development, social sciences, or a related field
- Demonstrated experience designing and managing DEI programs, initiatives, or strategies
- Proficiency analyzing workforce and pay equity data using HRIS and reporting tools
- Experience facilitating training sessions and building employee resource group frameworks
- Strong stakeholder communication skills, including presenting to senior leadership
- Familiarity with EEOC compliance requirements and EEO-1 reporting processes
Tips for Your Diversity and Inclusion Manager Job Search
Quantify your ERG and program impact
Hiring managers want to see outcomes, not activities. Replace bullet points like 'led DEI training' with specific results: how many employees completed programs, how participation rates shifted, or how engagement scores changed after an initiative you owned.
Tailor your resume to each company's stage
A startup building its first DEI function needs a generalist who can design from scratch. An enterprise role usually requires experience managing existing programs at scale. Read the job description carefully and position your experience to match where the company actually is.
Apply early to roles that fit
Migrate Mate lists diversity and inclusion manager openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings by accountability signals
Look for language like 'reports to the CHRO' or 'seat at the leadership table' as indicators of real organizational buy-in. Roles buried under a generic HR umbrella with no executive sponsorship often reflect a company still treating DEI as a checkbox.
Prepare for the data fluency interview question
Many panels now include a scenario asking you to interpret a pay equity audit or representation gap. Walk through how you'd segment the data, identify root causes, and propose a measurable intervention. Vague answers about 'culture' won't get you past this round.
Follow up with a strategic observation
After your interview, send a note that references one specific challenge the team mentioned and briefly connects it to relevant work you've done. Generic thank-you emails are skipped. A short, relevant observation keeps your candidacy top of mind during committee deliberations.
Diversity and Inclusion Manager Jobs: Frequently Asked Questions
Which companies are hiring the most diversity and inclusion managers?
Medtronic, Condé Nast, and Boston University are hiring the most diversity and inclusion managers right now, with openings concentrated in Illinois, New York, and Washington, based on current listings on Migrate Mate as of November 2026. Demand is strongest at large enterprises and healthcare systems with established DEI functions and dedicated program budgets.
How many diversity and inclusion manager jobs are remote?
About 80% of diversity and inclusion manager openings are fully remote or hybrid as of November 2026, reflecting how much of the work centers on program design, policy development, and virtual facilitation. Roles that focus on community partnerships, in-person training, or on-site ERG events tend to require more consistent physical presence.
How do you become a diversity and inclusion manager?
Most diversity and inclusion managers start in HR, organizational development, talent acquisition, or a community-facing role, then move into DEI-specific work by owning an ERG, leading a pay equity project, or managing a belonging initiative. Building fluency in workforce data analysis and policy development alongside that program experience is what moves candidates into manager-level roles. A relevant certification, such as a Diversity and Inclusion credential, can strengthen your case when making the transition.
Can I get a diversity and inclusion manager job with little experience?
Getting hired at the manager level with limited direct DEI experience is competitive, but it's achievable if you frame adjacent work precisely. HR coordinators who have led ERG chapters, compliance professionals who have handled EEOC processes, or trainers who have built inclusive facilitation programs all have relevant proof points. Apply to roles at organizations building their DEI function for the first time, where generalist experience carries more weight than a long DEI-specific title history.
What does the diversity and inclusion manager interview process look like?
Most processes run three to four rounds. An initial recruiter screen is followed by a hiring manager conversation focused on your philosophy and program experience. A panel interview typically includes HR peers and sometimes business unit leaders who want to know how you partner cross-functionally. Many companies add a presentation or case study round where you are asked to diagnose a DEI gap and propose a measurable response. References are checked before an offer is extended.
Where can I find and apply to diversity and inclusion manager jobs?
You can find and apply to diversity and inclusion manager jobs on Migrate Mate, which lists current openings from employers across the United States. Find roles that match your experience and apply directly to each listing.
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Find roles that match your experience and apply in just a few clicks.
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