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Chief Diversity Officer

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Location: Houston, TX, United States
Date Posted: Jun 7, 2023

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The Healthcare Industry Group of Alvarez and Marsal, a global consulting firm, seeks qualified candidates for a new role in supporting a group of 225+ consultants as head of Diversity, Equity, and Inclusion (DEI). The role will report to senior leadership of the practice (the Co-Heads and Chief Operating Officer). The DEI leader will have critical leadership responsibilities to foster an inclusive and equitable culture that values, and is responsive to, the needs of HIG staff and the clients it serves.

The DEI Leader will be expected to work collaboratively, with key stakeholders and closely with internal DEI committee, to lead, facilitate and implement key initiatives to advance the firm’s DEI strategy within the Healthcare Industry Group practice. Areas of focus may include, but not be limited to, talent acquisition and onboarding, employee engagement and experience, compensation, performance management, as well as learning and talent development.

Additionally, the DEI Leader will support the development of internal administrative capacity to ensure that the principles of diversity, equity and inclusion are central tenets of our practice operations.

Ultimately, the DEI Leader will be responsible for setting and executing on short and long-term strategic goals so that all HIG staff feel a sense of belonging and have the opportunity and resources to carry out the mission-critical elements of DEI.

Key Responsibilities

 Strategic Planning and Execution

  • Develop a long-term-vision and multi-year DEI strategy for the practice including the development of strategic and measurable goals for the organization, community/stakeholder outreach and talent acquisition programs
  • Support broad change-management efforts to evolve organizational culture into an inclusive and equitable organization, and concurrently support new staff in navigating cultural norms and organizational expectations.
  • Enhance and support our recruitment strategy to build and attract diverse and inclusive talent pools and provide strategic input to increase recruitment of and provide support for underrepresented candidates/groups in HIG.

Community Building

  • Stay abreast of best practices on DEI, recommending relevant initiatives for activities and actions, and find ways to create safe spaces for staff to express themselves and report.
  • Apply a DEI lens to broader policies to ensure they reflect a strong and clear commitment to a highly inclusive culture.
  • Promote environments and develop relationships that foster safe communications, trust, and respect within the HIG community.
  • Strengthen and operationalize existing and new diversity programing, including but not limited to: attracting, developing, training, seminars, onboarding, social events, and staff engagement.
  • Oversee HIG’s internal DEI committee and maximize collaboration with HIG’s Employee Experience Committee, and DEI affinity organizations internally within A&M.
  • Identify, build, and sustain community partnerships to support corporate diversity and inclusion projects/plans/initiatives and business strategies.
  • Serve as an advocate to address problematic behavior, related to racism, discrimination and/or harassment, to ensure a more inclusive and equitable workplace in conjunction with the Chief People and Experience Officer, HR and the practice leaders.

Stakeholder Management

  • Quarterly reporting output to stakeholder groups and all staff
  • Serve as a thought partner to the senior leadership across multiple contexts.
  • Work in partnership and collaborate with Market and Operations Leaders, Alvarez & Marsal(A&M) and the A&M Diversity & Inclusion Manager.
  • Develop and implement an internal communication plan for DEI issues to ensure firm alignment on critical topics.
  • Work with senior leadership to communicate and promote HIG DEI priorities and programs both internally and externally.
  • Serve as spokesperson for reporting on diversity, equity, and inclusion trends (such as recruiting, retention, development, etc) and provide updates/tracking progress toward longer-term vision/multi-year DEI strategy efforts


The ideal candidate will possess the following qualifications:

  • 6-8 years of professional experience demonstrating proven results in driving DEI strategies along with human resource management or business administration experience; DEI training or certification is preferred.
  • Demonstrated proactive approach and ability to influence and communicate at all levels, as well as cross-functionally.
  • Experience in DEI program design, development, management, measurement and evaluation.
  • Strong critical thinking skills and experience in strategy or organizational transformation.
  • The ability to work effectively with others at all levels of an organization and to consistently display a high level of empathy and emotional intelligence.
  • Experience managing and facilitating organizational change efforts while building relationships and creating buy-in, ideally in a highly-matrixed, geographically dispersed environment.
  • Strong leadership qualities, strategic program management and organization effectiveness skills are essential.
  • Proven cultural competence i.e. the ability to understand, communicate with and effectively interact with people across cultures.
  • Ability and track record of communicating critical messaging in both orally and in written communication
  • Ability to thrive in a fast-paced, entrepreneurial environment; flexible; able to work autonomously as well as take direction as needed.
  • Openness to travel as needed.

Diversity & Inclusion

A&M’s entrepreneurial culture celebrates independent thinkers and doers who can positively impact our clients and shape our industry. The collaborative environment and engaging work—guided by A&M’s core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity—are the main reasons our people love working at A&M. Inclusive Diversity means we embrace diversity, and we foster inclusiveness, encouraging everyone to bring their whole self to work each day. It runs through how we recruit, develop employees, conduct business, support clients, and partner with vendors. It is the A&M way.

Equal Opportunity Employer

It is Alvarez & Marsal’s practice to provide and promote equal opportunity in employment, compensation, and other terms and conditions of employment without discrimination because of race, color, creed, religion, national origin, ancestry, citizenship status, sex or gender, gender identity or gender expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, family medical history, genetic information or other protected medical condition, political affiliation, or any other characteristic protected by and in accordance with applicable laws. Employees and Applicants can find A&M policy statements and additional information by region here.

Unsolicited Resumes from Third-Party Recruiters

Please note that as per A&M policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our Inclusive Diversity values. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that A&M will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.

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