Director, Employee Resource Group Strategy

Job Description

The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It's why we have a newsroom that's 1,700 strong and sends journalists to report on the ground from nearly 160 countries. It's why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it's why our business strategy centers on making journalism so good that it's worth paying for.

Role Overview:

Reporting to the VP, Inclusion Strategy and Execution, the Director, Employee Resource Group Strategy will support the growth and evolution of the New York Times' Employee Resource Groups (ERGs) by serving as a strategic thought partner and advisor to executive sponsors and co-chairs. You will be responsible for further advancing our ERGs, including creating and executing programming strategies and ensuring the ERGs' business impact aligns with the broader DEI commitments. You will also provide coaching and oversight to ERGs members, including consulting on company policy, code of conduct, and operating principles. Serve as a champion for ERG imperatives to key stakeholders promoting the ERG value proposition.

Your responsibilities are:
  • Be well-versed on external DIB best and next practices, trends, research, and insights
  • Establishing a work and partnership model for the ERG's that is supportive of our colleague needs, business priorities and DEI commitments
  • Ensuring projects are successfully delivered by using project management methodology and processes, including influencing and communicating with key stakeholders
  • Supporting the development and execution of innovative programming that promotes DEI as an operational lever
  • Refreshing resources to guide and refine ERG efforts, including charters, essential processes and resources, and event planning toolkits
  • Partnering with our Learning and Development team to provide impactful in-person and online DEI content and learning and development opportunities
  • Developing and managing an effective and impactful annual off-site program for ERG co-chairs and committee leaders
  • Serve as a trusted advisor and coach for ERG leadership and members

You Bring:

  • 10+ years of overall professional work experience, 3+ years of experience working with Employee Resource Groups
  • DEI certifications a plus, but not required
  • Program Management Skills - prioritizing, leading and working effectively to drive progress against DEI goals
  • Organizational Resourcefulness - navigating complexity and thriving in a fast paced and fluid environment using keen judgment and pressure tested decision-making skills
  • Interpersonal Communication Skills -- communicating and partnering effectively across global organizational boundaries through appropriate channels
  • Accountability - owning outcomes and driving high quality results.
  • Analytical skills -- interpreting data and translating into actionable insights and recommendations
  • Budget Ownership - managing, administering, reporting and tracking financial allocation for all ERGs


The New York Times is committed to a diverse and inclusive workforce, one that reflects the varied global community we serve. Our journalism and the products we build in the service of that journalism greatly benefit from a range of perspectives, which can only come from diversity of all types, across our ranks, at all levels of the organization. Achieving true diversity and inclusion is the right thing to do. It is also the smart thing for our business. So we strongly encourage women, veterans, people with disabilities, people of color and gender nonconforming candidates to apply.

The New York Times Company is an Equal Opportunity Employer and does not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The New York Times Company will consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local "Fair Chance" laws.