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About The Role
The Senior Manager, Inclusion Strategy plays a pivotal role in inclusion impact across a highly matrixed environment, operating simultaneously across global functions, regional priorities, and country-level execution. This role is suited for an experienced inclusion leader who brings expertise, sound judgment, and credibility to collaborate with senior leaders, influence complex systems, translate data and insights into sustained, measurable change, and ensure inclusion interventions deliver tangible business impact.
What You’ll Do
Drive Inclusion Strategy across a complex matrix
- Collaborate with global and regional functional leaders, country HR leadership teams, and HRBPs to embed inclusion into talent strategies that directly support business priorities and drive measurable outcomes.
- Align and balance competing priorities across function, region, and country, ensuring coherence while maintaining local relevance.
- Partner with Global Business Practices (GBPs) or Centres of Excellence (COEs), such as Talent Acquisition, Talent Management, and Compensation & Benefits, to integrate inclusion into talent systems, functional strategies, and business initiatives.
- Serve as a senior inclusion partner in EMEA’s most complex markets, where leadership density, regulatory requirements, and business impact are significant.
Senior-Level Partnership & Influence
- Act as a trusted advisor to talent VPs, HR Directors, Senior Managers, and Senior functional leaders, influencing decisions and systems to deliver business-aligned inclusion outcomes.
- Coach HR leaders who themselves coach business leaders, strengthening overall HR capability and confidence in inclusion.
- Support leaders in meeting inclusive leadership expectations through thoughtful challenge, data, and partnership.
- Demonstrate business-centric thinking, ensuring inclusion strategies advance functional goals and organisational priorities.
- Navigate dual partnership models: deeply embedded within countries and regions, while shaping and influencing broader functional and global strategies through GBPs, global functional HRBPs, and global functional inclusion partners.
Data, Insights & System Change
- Use complex, intersectional datasets (quantitative and qualitative) to identify risks, opportunities, and priority interventions that enhance business performance and operational effectiveness.
- Translate data into clear narratives and actionable strategies that resonate with senior leaders and align with business objectives.
- Drive end-to-end system change, from insight to design, implementation, measurement, and iteration, ensuring sustained impact across function, region, and country.
- Collaborate with GBPs to interpret regional and functional data, translate insights into targeted inclusion interventions, and measure impact across global and regional systems.
Risk, Governance & Regulatory Awareness
- Partner closely with HRBPs and Talent teams on inclusion implications of EU pay transparency, self-ID governance, CSRD, and other evolving regulatory requirements.
- Anticipate and mitigate inclusion-related risk in partnership with HR and business leaders.
ERG Strategic Support
- Provide senior-level strategic guidance to ERG leads, their HRBPs, and Executive Allies.
- Ensure ERG insights meaningfully inform broader inclusion and leadership strategies.
- Support ERG maturity, governance, and impact in alignment with global frameworks.
Required Experience & Scope
- 8 or more years of relevant experience in inclusion, HR, or related strategic people roles.
- 5 or more years of demonstrated experience in business partnering with VPs, Directors, and senior HR leaders in complex, matrixed organisations, with measurable impact on business outcomes.
- Proven experience operating across multiple countries and/or regions, not solely within a single-country context.
- Demonstrated experience leading inclusion strategy and business partnering in the UK market, ideally with multiple years of engagement across senior functional and HR leaders, to navigate complex regulatory and cultural contexts.
- Proven ability to translate complex, intersectional data into actionable interventions and measurable inclusion impact.
- Track record of end-to-end system change delivery: from insight to design, implementation, measurement, and sustained results.
- Ability to operate effectively in ambiguity, balancing multiple priorities, and influencing leaders without direct authority.
- Demonstrated evidence of delivering tangible business impact through inclusion initiatives and system-level changes.
Ways of Working
- Data-informed, pragmatic, and outcomes-focused.
- Comfortable working at pace in evolving, ambiguous organisational contexts.
- Effective communication skills, including the ability to communicate clearly and concisely on sensitive and complex inclusion topics, in both written and verbal formats.
- Ability to coach and influence HR leaders who, in turn, enable business leaders.
- Operates with business-centric thinking: inclusion initiatives are tightly aligned to organisational objectives and measurable outcomes.
Inclusion is a Netflix value and we strive to host a meaningful interview experience for all candidates. If you want an accommodation/adjustment for a disability or any other reason during the hiring process, please send a request to your recruiting partner.
We are an equal-opportunity employer and celebrate diversity, recognizing that diversity builds stronger teams. We approach diversity and inclusion seriously and thoughtfully. We do not discriminate on the basis of race, religion, color, ancestry, national origin, caste, sex, sexual orientation, gender, gender identity or expression, age, disability, medical condition, pregnancy, genetic makeup, marital status, or military service.