RWHG - Director, Diversity, Equity and Inclusion, Global in London

OUR PURPOSE AND CULTURE

We are driven to create a future where people and place enrich one another. We are wholly committed to rooting ourselves more deeply in every place we are in while setting new benchmarks for positive impact.

As a pioneering collective with a common purpose, we curate extraordinary moments and honor the soul of every place along our journey. At Rosewood Hotel Group, we answer The Calling. Together, we Make the Place.

THE TEAM

The global Diversity, Equity & Inclusion team, within Talent & Culture, focuses on advancing an inclusive culture where associates can thrive, contribute, and build meaningful relationships. The team translates Rosewood Hotel Group’s DEI commitments into globally consistent frameworks that can be activated with local relevance across corporate offices, hotels, and residences. The team contributes to inclusive leadership, Employee Resource Group (ERG) effectiveness, culture and belonging, equitable talent practices, education, measurement, and organizational accountability. It collaborates closely with regional and property Talent & Culture leaders, Talent Acquisition, Talent Development, Employee Experience, Internal Communications, Social Impact, Legal and other business partners.

YOUR ROLE

The Director, Diversity, Equity & Inclusion, Global reports to the Sr. Director, DEI, Global and leads the global activation and operational integration of Rosewood Hotel Group’s DEI strategy. The role converts enterprise priorities into practical programs, tools, governance, education, communications, and measurement that strengthen inclusion, belonging, and culture across diverse markets.

A signature accountability is advancing the global ERG strategy and operating model, partnering closely with the Sr. Director, DEI to ensure alignment with the organization’s broader DEI priorities and ambitions. This includes governance, executive sponsorship, ERG leader capability, funding frameworks, global-local alignment, risk-aware guidance, measurement, recognition, and impact. The role is delivered through influence and partnership with ERG leaders, regional and property Talent & Culture teams, functional specialists, and cross-functional stakeholders.

HOW YOU’LL MAKE THE PLACE

• Global DEI activation and localization: Translate the enterprise DEI strategy established by the Sr. Director, DEI into coordinated global plans, toolkits, operating rhythms, and locally relevant actions. Guide regional and property teams in adapting initiatives to cultural, operational, and legal contexts while preserving the intent of the global framework.
• ERG strategy and operating model: Own and lead the global ERG strategy and operating model, including governance standards, participation principles, role clarity, annual planning, executive sponsorship, ERG lead capability, funding and resource guidance, global-local alignment, recognition, measurement, and impact evaluation. Present the strategy, material changes, major commitments, and enterprise-level recommendations to the Sr. Director, DEI for approval before implementation.
• ERG community leadership: Build the capability and effectiveness of ERG Leads and Executive Sponsors through onboarding, learning, community forums, resources, coaching, and cross-property knowledge sharing. Support ERGs in progressing from activity-led programming toward purposeful, sustainable initiatives aligned with Rosewood’s Purpose, values, talent priorities, and business needs.
• Inclusive culture and belonging: Design and activate initiatives that strengthen inclusion, trust, connection, employee voice, and belonging. Use associate feedback and workplace insights to identify themes, recommend interventions, and support leaders in creating consistent and inclusive day-to-day experiences.
• Inclusive leadership and education: Lead the development, delivery, and continuous improvement of global DEI and inclusive-leadership education in partnership with Talent Development and relevant subject-matter experts. Equip leaders and associates with practical tools that support fair decisions, respectful behaviors, allyship, healthy workplace boundaries, and accountability.
• Integration into talent and employee experience: Partner with Talent Acquisition, Talent Development, Talent Management, Employee Experience, Reward and regional Talent & Culture teams to embed inclusive practices into the associate lifecycle, including attraction, selection, onboarding, development, performance, advancement, engagement, and retention. Provide subject-matter guidance without assuming ownership of those functions.
• Data, insights, and impact measurement: Establish and maintain meaningful measures for ERG effectiveness, inclusion, participation, program reach, capability, and business impact. Analyze quantitative and qualitative data, identify patterns and risks, develop clear recommendations, and prepare dashboards and reports for the Sr. Director, DEI and relevant governance forums.
• Communications and storytelling: Partner with Internal Communications, Employer Brand, Social Impact, and other stakeholders to develop accurate, inclusive, and culturally relevant narratives, toolkits, campaigns, and impact stories. Ensure communications reflect approved DEI positioning and protect associate trust and confidentiality.
• Stakeholder partnership and governance: Build trusted relationships with global, regional, property, and functional leaders. Facilitate alignment, clarify accountabilities, anticipate implementation risks, and elevate material concerns or decisions to the Sr. Director, DEI. Support steering committees and other governance forums through recommendations, progress updates, and decision-ready materials.
• Program and resource stewardship: Manage assigned projects, vendors, timelines, and budgets with discipline. Develop scalable processes and resources, monitor adoption and quality, and recommend improvements based on feedback, evidence, and evolving business requirements.
• Continuous improvement and external insight: Monitor relevant workplace, cultural, regulatory, and professional developments; assess implications with appropriate internal partners; and recommend updates to programs, guidance, and language. Maintain a global perspective while avoiding one-size-fits-all solutions.

COULD THIS BE YOU?

• Demonstrated experience leading global or multi-region inclusion, culture, DEI, employee experience, organizational culture, or related people-strategy initiatives in a complex, multicultural organization.
• Strong expertise in ERG strategy, governance, executive sponsorship, leader enablement, operating models, funding frameworks, and impact measurement.
• Proven ability to translate enterprise strategy into scalable programs and practical local activation while navigating different cultural, operational, and legal environments.
• Experience embedding inclusion into talent and employee-experience practices through effective partnership with specialist teams rather than direct functional ownership.
• Credibility and judgment in influencing senior leaders, facilitating alignment, managing sensitive topics, and presenting clear recommendations and decision-ready materials.
• Strong program, change, and stakeholder-management capability, including the ability to lead multiple workstreams through influence without formal reporting authority.
• Ability to interpret workforce data, listening insights, participation information, and qualitative feedback; convert findings into priorities; and communicate impact responsibly.
• Excellent written, verbal, facilitation, and presentation skills, with the ability to adapt communication for global, regional, property, executive, and associate audiences.
• Experience designing or facilitating inclusive-leadership education, toolkits, workshops, communities of practice, or other capability-building experiences.
• Sound understanding of confidentiality, risk, governance, and the need to partner with Legal, Talent & Culture, and local experts when programs or communications require jurisdiction-specific review.
• Commercial and operational awareness, with the ability to connect inclusion and culture priorities to leadership effectiveness, associate experience, service, reputation, and business performance.
• Relevant degree or equivalent professional experience in human resources, organizational development, organizational psychology, business, communications, social sciences, or a related discipline. Relevant professional certification is advantageous but not required.
• 8+ years of progressive experience in Diversity, Equity & Inclusion, employee experience, organizational culture, talent management, leadership development, human resources, or related people-strategy disciplines, including experience operating across multiple regions, cultures, and business environments.

OUR BENEFITS

As part of our team, you'll enjoy a thoughtfully designed benefits package that supports your wellbeing, professional growth, and life beyond work — including medical coverage, retirement benefits, paid time off, complimentary room nights, learning and career development opportunities, and industry-leading paid parental leave available to eligible associates across all paths to parenthood.

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