Human Resources

Head of Diversity and Inclusion

Role Summary

Reporting to the Chief People Officer, the diversity and inclusion role is high impact, driving internal progress and accountability for initiatives that result in engaging and retaining a diverse workforce, creating a culture that others' want to emulate. As a newly formed company, Frontdoor was beginning its diversity and inclusion journey and made the determination to accelerate its efforts. In an open letter to associates, Frontdoor leaders committed to:

• LISTENING: We indicated we'd dedicate a role to support these and other initiatives as we grow our program. As we hear from associates, including in the cross-functional focus groups on diversity and inclusion held on June 11, we will continue to evaluate ways to support associates.

• LEARNING: We launched the Frontdoor's speakers' series, starting with individuals from across Frontdoor who will share their personal journey, with the goal to incorporate external speakers as the program grows. We committed to company-wide unconscious bias training in Q4.

• EMPOWERING: We indicated we'd conduct a pay equity study to help us identify and remedy any disparities that we may find. As part of our strategy to support educational and career opportunities in the skilled trades, we'll address segments that are under-represented such as women and minorities.

• EXPANDING OUR TALENT POOL: We agreed to broaden our funnel as we are working to attract diverse, talented people to join our team, and expand opportunities throughout a team member's tenure with the company. We'll create a baseline to help us better understand the diversity of our contractor and supplier networks.

This position will evaluate and refine objectives and key results (OKRs) that reflect the company's commitment to diversity and inclusion. The successful leader will identify with our House Rules: obsess over our customers' problems; be an owner, not a renter; be transparent, build trust; do great things every day. The diversity and inclusion leader role works cross-functionally, and will build highly productive relationships across the senior leadership team and a variety of stakeholder groups to accomplish objectives.

Year One Priorities

• Facilitate cross-functional focus groups to get feedback across all levels of the company on the topics relevant to our diversity and inclusion journey
• Determine ways to bring visibility to diverse talent within the company through the Talent Review process, and ways to overcome speed bumps in mid-career talent development.
• Define metrics and measures to utilize to track progress; determine cadence and forum to review results (first six months) - expect this to be refined in years two and three
• Working with operations and supply chain, obtain a baseline to understand the diversity of our contractor and supplier networks.
• Benchmark best practices and incorporate unique practices for engaging and retaining diverse associates.
• Create and execute a roadmap for diversity and inclusion, focused on the Frontdoor priorities of listening, empowering, learning and expanding our talent pool.

Responsibilities

• Advance diversity and inclusion initiatives, focusing on the areas of listening, learning, empowering and expanding Frontdoor's talent pool
• Shape D&I at Frontdoor; it is critical that diversity and inclusion initiatives are driven by this role and co-owned with business leaders (not an "HR thing")
• Determine how to measure results
• Work with operations and supply chain to understand the starting point and then improve contractor and supplier diversity
• Contribute to the company's ESG activities, results and communication (mainly the S in ESG) as an active participant on the ESG team
• Work with executive team on internal and external messaging opportunities, across various platforms
• Coach leaders and managers on topics including inclusive teaming and incorporating diverse views
• Research and provide recommendations based on external best practices and Frontdoor diversity and inclusion focus areas

Required Skills and Qualifications

• Bachelor's Degree in Business Administration, Human Resources or other relevant studies
• 10+ years of experience in senior leadership roles
• Analytical, pragmatic, and adaptable
• Ability to evaluate data and communicate findings effectively with associates and leaders
• Proactive with a strong sense of urgency, and has a change leadership mindset
• Willingness to get the work done; not focused on titles and bureaucracy
• Technology forward and literate; demonstrates an understanding of how technology can innovate in their space
• Ability to establish credibility within the company; works effectively with business leaders to define and deliver effective programs that support business goals
• International experience preferred