Program Manager – Diversity, Engagement, and Inclusion

Regal Rexnord is seeking an experienced Program Manager, Diversity, Engagement & Inclusion to own the strategy, design, and execution of enterprise-wide initiatives that shape associate experience, strengthen inclusion, and bring our culture and values to life. This role is critical in building a listening-driven organization that translates associate insights into meaningful action, while also enabling Employee Resource Groups (ERGs) and delivering impactful, inclusive communications.

This role requires strong cross-functional partnership with HRBPs, HR leaders, Talent, Communications, Analytics, and business leadership teams. It requires strong program management competencies, stakeholder influence, and an ability to balance strategic thinking with hands-on execution in a matrixed environment.

This role reports to the Sr Director, Talent Management who oversees Talent Management, Early Career, and DEI.

Core Responsibilities:

Associate Experience and Continuous Listening

• Refine and execute a 3-year continuous listening strategy, including engagement surveys, pulse surveys, lifecycle listening, and targeted insights to understand associate experience across the enterprise.
• Empower company leaders and HR to translate listening insights into action. Help set standards to identify priorities, enable action planning, and drive measurable improvements in engagement, inclusion, and retention.
• Own engagement measurement and reporting, including dashboards, trend analysis, segmentation, and executive-ready insights tied to business outcomes.
• Deploy manager toolkits that strengthen local ownership of engagement (e.g., team conversations, action planning, follow-through).
• Identify enterprise-wide themes and partner with stakeholders to design scalable interventions that improve associate experience and culture.

Employee Resource Groups (ERG)

• Partner with ERG leaders and executive sponsors to assess needs, triage issues, and co-create solutions.
• Establish and reinforce ERG governance and operating rhythm, including charters, annual planning, role clarity, and sponsor engagement expectations.
• Gather and report ERG metrics, including participation, membership growth, and event effectiveness; identify opportunities to increase impact and engagement.
• Ensure ERG efforts are aligned to enterprise culture priorities and integrated into broader Talent, Engagement, and Inclusion strategies.

Inclusive Communication

• Develop and deliver inclusive communications and campaigns that support enterprise DEI priorities, including heritage months, cultural observances, and key moments that shape associate experience.
• Create leader-facing toolkits, messaging, and talking points to enable consistent, inclusive communication across teams and geographies.
• Own and manage an annual DEI communications calendar, ensuring alignment with business priorities and global applicability.
• Partner with Communications and HR to amplify associate stories and voices that reinforce inclusion, belonging, and cultural connection.
• Ensure communications reflect inclusive language and are accessible, relevant, and actionable for a diverse, global workforce.

Required Qualifications:

• Bachelor’s degree in Human Resources, Business, or related field (MBA preferred).
• 7 – 10 of experience in employee engagement/employee experience (EX), DEI, talent management, organizational effectiveness, communication, or related HR disciplines.
• Strong experience designing and executing employee listening strategies (surveys, insights, action planning, and measurement).
• Proven ability to translate data into insights and executive-ready recommendations.
• Strong program management capabilities, including planning, organizing, and executing initiatives to ensure timely, high-quality delivery.
• Demonstrated ability to influence stakeholders at multiple levels, including senior leaders.
• Excellent written and verbal communication skills, with experience creating toolkits, communications, and presentations.

Preferred:

• Data-driven mindset with experience in program measurement and continuous improvement.
• Preferred
• Experience in a global manufacturing or industrial environment.
• Familiarity with engagement and listening platforms – e.g., CultureAmp, Perceptx, Qualtrics, WTW.  
• Experience supporting or leading Employee Resource Groups (ERGs).
• Exposure to culture transformation, change management, or inclusion strategy in complex organizations.

Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization.

The salary range provided is intended to display the value of the company's base pay compensation for this position. Salary is dependent on a multitude of factors, including but not limited to the physical worksite location, the geographic market of that location, candidate's skill set, level of experience, education and internal peer compensation comparisons among other potential factors.

Annual base salary range: $92,000 to $136,000

• Medical, Dental, Vision and Prescription Drug Coverage
• Spending accounts (HSA, Health Care FSA and Dependent Care FSA)
• Paid Time Off and Holidays
• 401k Retirement Plan with Matching Employer Contributions
• Life and Accidental Death & Dismemberment (AD&D) Insurance
• Paid Leaves
• Tuition Assistance

Regal Rexnord is a publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company’s electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company’s automation offering, comprised of controls, actuators, drives, and precision motors, controls motion in applications ranging from factory automation to precision control in surgical tools.

The Company’s end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture.

Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com.

Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, pregnancy, age, ancestry, national origin, genetic information, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills.  If you’d like to view a copy of the company’s affirmative action plan for protected veterans/individuals with disabilities or policy statement, please email [email protected]. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail [email protected].

Equal Employment Opportunity Posters
Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.