Head of Inclusive Culture and Talent Acquisition

Head of Inclusive Culture and Talent Acquisition (Head, ICTA)
Requisition #
Department PPPL Human Resources Category Human Resources Job Type Full-Time
Overview
PPPL is a world leader in fusion and plasma research which advances the scientific understanding of plasma from nano to astrophysical-scale and develops the scientific knowledge and advanced engineering to enable fusion to power the U.S. and the world.

PPPL is operated by Princeton University and is a DOE National Laboratory primarily focused on fusion energy research and is transitioning to a multipurpose laboratory where these skills are applied to additional areas of national priority. To learn more about PPPL please visit

PPPL is committed to building an empowered, diverse and inclusive workforce to advance its leading-edge research for all students, staff, and faculty. We believe every member on our team enriches our diversity by exposing us to a broad range of ways to understand and engage with the world, identify challenges, and to design and deliver solutions all leading to innovation and scientific discoveries.

The Princeton Plasma Physics Laboratory (PPPL) has an exceptional opportunity for a Head of Inclusive Culture and Talent Acquisition (Head of ICTA). With a steadily-expanding workforce at the forefronts of science and technology, the Laboratory is poised to become a beacon for attracting and developing talent to serve the nation especially from traditionally underrepresented and underserved communities.

The successful candidate will be responsible for providing expert guidance and action plans to PPPL leadership in embracing DEIA as a core mission of the laboratory. The ICTA will be responsible for developing and implementing strategies that promote diversity, equity, inclusion, and accessibility (DEIA) across all levels of the Laboratory. The Head of ICTA will work collaboratively with the CHRO,Laboratory Director, the Executive Management Team (EMT), and PPPL department heads to shape and lead strategic initiatives to drive cultural change, enhance diversity initiatives, and ensure that the Laboratory is a place where everyone feels valued, respected, and empowered to succeed.

The Head of ICTA is a senior-level management position, reporting into the Chief Human Resources Officer (CHRO) and serving as a member of the Laboratory's Leadership Council (LLC).

The Head of ICTA:

Champions the importance and value of a diverse, equitable, inclusive and accessible environment and leads the development and implementation of a vision and effective strategy to create a culture for equity, diversity, and inclusion.
Actively engages employees, students, faculty, other staff, and colleagues across the laboratory network to further behaviors, attitudes, and policies that support equity, diversity, inclusion, and accessibility.
Collaborates with Laboratory stakeholders to assess potential barriers and develop strategies to recruit and retain a diverse workforce.
Tracks and shares analytics and measurement on deployed solutions and plays a critical role to develop and implement Lab-wide goals, metrics, and programs that increase our collective, individual, and interpersonal DEIA acumen to ensure that our practices are effective, diverse, equitable, inclusive, and accessible.
Engages Laboratory stakeholders to assess the need for, and recommend training initiatives on, cultural competency, gender differences, disability, sexual harassment, and other topics designed to increase awareness and support of equity and inclusion values, and maintaining compliance with applicable laws.
Represents PPPL at external events and conferences related to diversity, equity, inclusion, and accessibility.
Provides leadership for the development and submission of the Laboratory's DEIA plan.
The primary areas of responsibility include leadership accountability in addition to compliance, advocacy, and education. The incumbent serves as advisor and resource person for management and staff in the areas of diversity, equity, inclusion, and accessibility, as well as intake and investigation of concerns across the Laboratory that pertains to discrimination or harassment.

Responsibilities
Core Duties:

The successful candidate will be responsible for:

Serves as a leader with vision in the development of DEIA strategy; defines and implements tailored solutions and talent programs with impact metrics.
Plans, guides, and advises the CHRO, Lab Director, and other Laboratory executives on diversity, equity, inclusion, accessibility matters.
Collaborates with Laboratory management to create, implement, and monitor programs designed to ensure fair and equitable treatment of employees, students, faculty and staff.
Leads the Laboratory in implementing strategic initiatives and building a culture for equity, diversity, inclusion, and accessibility.

Partners with Laboratory leaders, employees, faculty, students, staff, and internal and external constituencies to ensure programing supports the Laboratory's values and strategic goals.

Build and lead strategic relationships to drive outcomes with key partners including Human Resources (e.g., Human Resources Business Partners, Talent Acquisition, Learning & Development), Executive Management Team (EMT), Laboratory leaders, Science Education, Procurement, and other internal and external partners.

Provides strategic direction for training initiatives on cultural competency, gender differences, disability, sexual harassment, building a climate of equity and inclusion, and other topics designed to increase awareness and support of equity and inclusion values, and maintaining compliance with applicable laws in collaboration with Laboratory stakeholders.

Leads the DEIA Council. Supports Laboratory diversity councils and multicultural event programming. Engages employees, faculty, staff, and students to build a welcoming and inclusive culture at PPPL.

Support and collaborate with ERGs to amplify employee voices and address specific needs within the Laboratory.

Provide guidance to ERGs and DEIA Council to share insights and ensure alignment with overall DEIA vision and goals.

Promotes Laboratory commitment to a climate of diversity, equity, inclusion, and accessibility through interaction with the key stakeholders, including but not limited to: PPPL, Princeton University, Department of Energy (DOE), EMT, supervisory staff, employees, students, and the community.

Represents the Laboratory to external communities, organizations, and agencies.

Collaborates with external and internal constituency groups, including students and protected veterans, to promote and advance diversity, equity, inclusion, and accessibility.

Serves as the central resource for employee, student, faculty, staff, and the Laboratory community on issues related to protected class discrimination, harassment and Title IX.

Assesses and monitors program effectiveness and keeps management informed of equal opportunity progress and issues through periodic reports.

Provides analysis of contract modifications and/or legislation related to equity, affirmative action, and Title IX and makes recommendations to leadership on Laboratory policy and practice.

Gathers, researches and analyzes data for use in statistical calculations, Key Performance Indicators (KPIs) and reporting to measure progress and improve strategies, while keeping leadership informed on performance.

Make data-based recommendations for future opportunities across the Laboratory that drive inclusive philosophies for the talent lifecycle.

Hires, evaluates, trains, disciplines, and recommends dismissal of staff, as necessary.

Conducts an annual Climate Survey, analyzes results, makes recommendations for action.

Must be able to contribute optimally within a diverse workforce and upholds PPPL's dedication to diversity, equity, inclusion, and accessibility.

Performs other duties, as assigned.
Qualifications
Education and Experience

Education:

A Bachelor's Degree in the fields of social justice, sociology, social anthropology, public administration, human resource management, or other related business fields.
Advanced knowledge of Diversity, Equity, Inclusion & Accessibility strategies and initiatives through a minimum of four (4) years of directly demonstrated or related relevant experience.
A master's degree is preferred.
Professional Experience:

Demonstrated experience performing the duties described above may substitute for the education requirement on a year-for-year basis.
Minimum ten (10) years of experience developing and advancing diversity, equity, inclusion, and accessibility in a complex organization.
Three (3) years of experience working in an affirmative action and EEO compliance function; and including two (2) years of management or supervisory experience.
Minimum Five (5) years of experience as a leader in talent acquisition and full-cycle recruiting, sourcing, and employment branding.
Demonstrated performance supervising staff and managing teams to produce breakthrough results.
Knowledge, Skills and Abilities

Knowledge of:

Diversity, equity and inclusion, and accessibility topics and best practices, such as: identity (i.e., race, ethnicity, nationality, sexual orientation, gender, gender identity, class, disability, faith, and age), intersectionality, privilege and power, unconscious bias, microaggressions, improving climate, and intergroup and intra-group dynamics and dialogue.
This knowledge should include current research, national trends, and theoretical models.
Department of Energy principles and practices.
1964 Civil Rights Act, the 1991 Civil Rights Act, the Americans with Disabilities Act, Title IX of the Education Amendments of 1972, Affirmative Action, Equal Employment Opportunity, and other applicable laws.
Applicable local, state, and federal laws, codes, rules, and regulations.
Training methods and best practices.
Conflict resolution and mediation methods.
Skills in:

Strong listening, verbal, and written communication skills.
Collegial, compassionate, and consultative focus with the ability to gracefully navigate and coalesce divergent points of view.
Coaching and guiding senior leaders on DEIA issues and practices, supporting, or leading organizational change, and implementing and sustaining high-quality initiatives.
Collaboration and consensus building
○ Building influential relationships and liaising with key internal partners across all levels of an organization with an outcomes-focused approach and execution mentality.
Providing strategic leadership.
Cultural competency.
Managing change and sensitive topics.
Offering viable solutions for problem solving.
Leading and supervising staff.
Developing, administering, and managing budgets.
High proficiency in tools including Microsoft Excel, PowerPoint, and other data visualization tools.
Evaluating research to identify potential solutions, resolve problems, or provide information.
Utilizing computer technology for communication, data gathering and reporting activities; and
Speaking in public.
Ability to:

Balance strategic thinking with operational execution.
○ Develops ambitious goals and standards for DEIA while attending rigorously to accuracy and detail.
Abide by and be responsible for performing all duties in accordance with all environmental, health, and safety regulations pertinent to this position.
Understand, be sensitive to, and respect the diverse academic, socio-economic, ethnic, religious, and cultural backgrounds, disabilities and sexual orientation of students, faculty, administrators, and staff.
Maintain a professional demeanor during emotionally charged, difficult, or high-pressure situations.
Defuse anger and establish or restore harmony, when needed.
Prioritize workload, balance multiple tasks while using the capability and capacity to meet deadlines.
Certificates and Licenses:

SHRM-CP, SHRM-SCP, or other HR related certification preferred.
Completion and certification in a leading Diversity and Inclusion program preferred.
Working Conditions:

On-site Working Arrangement (hybrid work arrangement may be arranged at a later time all dependent on management discretion).

Princeton University is an Equal Opportunity/Affirmative Action Employer and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law. KNOW YOUR RIGHTS

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from participation in certain foreign government talent recruitment programs. All PPPL employees are required to disclose any participation in a foreign government talent recruitment program and may be required to withdraw from such programs to remain employed under the DOE Contract.

Standard Weekly Hours
40.00
Eligible for Overtime
No
Benefits Eligible
Yes
Probationary Period
180 days
Essential Services Personnel (see policy for detail)
No
Physical Capacity Exam Required
No
Valid Driver's License Required
No