Summary Manages the daily operations of one or more programs and sections. Provides leadership in the development of the DEI Program section and staff. Schedule's workload, establishes priorities, assigns work and projects, sets standards, monitors work assignment progress. Responsibilities Leads, motivates, and coaches staff. Fosters teamwork. Ensures that current section program advances the Board's DEI strategic priorities, division goals and section objectives and recommends to senior management operational changes and personnel actions. Responsible for communicating section DEI goals and objectives and initiatives. Act as subject matter expert to contribute to and advise on policies, practices, and procedures from a DEI lens. Seeks advise from senior management and legal upon implementing statute and legislation related to DEI matters. Embodied a strong stakeholder service philosophy. Responsibilities Manages Operations: Manages section operations. Provides overall strategic direction regarding work methods and procedures, accountability, and management controls and ensures policies, practices, procedures are implemented to ensure equal access in addressing affirmative employment requirements and initiatives. Manages and Develops Section Staff: Provides leadership in the development of the section. Schedule's workload, establishes priorities, assigns projects, ensure effective and efficient use of resources (both monetary and people). Serves as reviewing manager on staff performance evaluations and recommends to senior management personnel actions (hiring, salary administration, position reallocation). Develops, Implements, Evaluates Programs: Serve as Board liaison or representative in consulting/collaboration with federal agencies and legislative entities. Act as recognized domain expert within the Board and ODEI. Identifies and Manages Needs and Risk: Identify relevant issues and trends and draw conclusions through analysis of quantitative and qualitative data that can be used to analyze workplace issues, policies, and practices. Identifies and manages enterprise needs and risk as they relate to DEI strategies, initiatives and develops and facilitates actions that mitigate these risks. Directs staff in research and analysis of significant issues. Strategic Planning: Serves as a member of the division's management team, helping to identify future goals and objectives for ODEI section and divisions. Works closely with senior management and other colleagues to develop strategic direction and vision for future initiatives of ODEI and/or the Board, and champions initiatives to stakeholders. Leads or participates in multi-disciplined workgroups formed within the board and inter-agency to address needs and challenges relevant to diversity, equity and inclusion. Develops and Communication of Policies: Responsible for communicating DEI policies and procedures and collaborates with ODEI management to include Chief Diversity Officer when developing new procedures. Represents Board/ODEI: Represents the Board and/or ODEI at conferences and meetings with other Government agencies, private sector organizations, and Federal Reserve Banks on section matters. Manages Budget: Researches and manages department-sponsored DEI training and consultation. Provides recommendations and justification for staff training/conference expenses, and operational enhancements. Maintains budget reporting requirements for outside contractors, and expenses related to program objectives and initiatives. Coordinates work with outside contractors, Writes or otherwise reviews specifications for major contractual job requirements. Monitors, and reviews contractual work and certifies delivery of required work deliverable (efficiency, cost, and timeliness). Requirements Conditions of Employment https://www.federalreserve.gov/aboutthefed.htm. Qualifications Requires managerial, analytical, and technical skills typically acquired through completion of a bachelor's degree in human resources, business administration, or related field and a minimum of 8 years of demonstrated related experience, or a master's degree in a related field and 7 years of demonstrated specific work experience, including 2 years of experience managing a Diversity and Inclusion, or related team. Senior DEI Program Manager is looked to as a subject matter expert in the following competencies and is capable of leading and teaching others in these areas: Data Collection & Analysis: The ability to collect and analyze quantitative and qualitative data. Risk Management: the ability to utilize risk management principles to evaluate and mitigate potential risks. Problem Solving: The ability to influence, educate and guide actions relating to DEI strategy. The ability to apply understanding of how organizations, HR operations, Board policies in particular are impacted by changes in regulations and policy and vice-versa. Knowledge of Relevant Policy and Laws: The ability to interpret and apply law and regulations related to areas of responsibility, evaluate the impact of changes in law, policies and/or regulations related to DEI. Demonstrates effective interpersonal, oral, and written communication skills, and a strong collaborative and service philosophy. Must be highly dependable and capable of exercising sound independent judgment, discretion, diplomacy, and strategic thinker. The FR-29 requires managerial, analytical, and technical skills typically acquired through completion of a bachelor's degree in human resources, business administration, or related field and a minimum of 9 years of demonstrated related experience or the equivalent combination of education and experience, including 3 years of D&I or related managerial experience. Education Bachelor's Degree. Additional Information