Job Summary:

This job will be responsible for crafting a comprehensive and inclusive Belonging Charter framework for Walmart IDC (India Dev Centre) in FY25, fostering a culture of diversity, equity, and inclusion (DEI), while enhancing organizational cohesion and individual well-being.

About the team:

Understanding the belonging charter at IDC requires insight into the cultural context of India, renowned for its diversity in languages, cultures, and the complex caste system. With nearly 13,000 associates, mostly from the young workforce, IDC aims to embrace this diversity and create an inclusive workplace. Moreover, being geographically distant from the headquarters, it’s crucial to ensure a consistent experience and assimilation of IDC’s purpose, values, and business objectives among all associates. This necessitates the establishment of a robust Belonging Charter framework to instill a sense of ownership, passion, and alignment with IDC’s purpose. This team will act as the owner for this charter.

What you’ll bring:

• Driving clarity in ambiguous situations and propelling forward progress.
• Demonstrated ability in manage and execute Inclusion and Belonging programs from end-to-end with excellence.
• Ability to influence leaders and business partners to accomplish results that drive a culture of Belonging.
• Prior Experience (12-15 Years) of working in Organizations where Belonging Programs have been designed and executed.
• Thrive in a fast-paced environment and be able to quickly adjust to changing circumstance
• Come up with metrices understanding our ecosystem that will help us measure our culture of Belonging.
• HR experience in a Corporate and highly matrixed environment.
  

What you’ll do:

Representation:

• Enhancing representation of diverse workgroups is crucial for fostering inclusivity.
• Proposed interventions include streamlining goals and establishing governance for Associate Resource Groups (ARGs).
• Additionally, conducting an inclusion audit of current policies to foster belonging for diverse groups.
• Implementing inclusive talent hiring practices, including diverse interview panels and leadership representation, is vital.
  

Inclusion:

• Prioritizing inclusion initiatives is essential for creating a sense of belonging among associates.
• Strengthening the onboarding experience to align with diversity and inclusion goals.
• Addressing biases through manager sensitization, listening circles, and allyship programs.
• Promoting a culture of allyship among leaders and ARGs to enhance belonging and diversity of thought.
  

Recognition & Celebrations:

• Recognizing behaviors that promote belonging is vital for sustaining an inclusive culture.
• Initiatives include creating a recognition philosophy aligned with behaviors fostering belonging.
• Celebrating employee milestones and curating interventions for various cohorts to enhance the belonging quotient.
• Incorporating belonging metrics into talent planning and seeking industry recognition for belonging practices.
  

Retention:

• Belonging contributes to increased retention rates and employee satisfaction.
• Increasing the overall Belonging Index score by 2 percentage points.
• Setting retention targets for diverse communities and addressing attrition triggers.
• Ensuring compliance and psychological safety in reporting sexual harassment cases to foster a culture of trust and inclusivity.
  

Strategic and Thought Leadership Elements:

Thought Leadership:

• The Director of Belonging will serve as a thought leader in DEI initiatives, driving strategic discussions and fostering a culture of belonging across IDC.
• They will stay abreast of industry best practices and emerging trends in DEI, infusing innovative ideas into IDC’s belonging framework.
  

Strategic Planning:

• The incumbent will lead the refinement of the Belonging Charter for IDC, aligning it with the organization’s strategic objectives.
• They will collaborate with cross-functional teams and COEs to develop robust policies and processes that promote inclusivity and belonging.
  

Organizational Impact:

• The Director of Belonging will play a pivotal role in shaping IDC’s culture, driving initiatives that enhance organizational cohesion and individual well-being.
• By fostering a sense of belonging, they will contribute to increased employee engagement, productivity, and retention, ultimately positively impacting IDC’s bottom line.
  

Remote Assimilation:

• Given IDC’s geographical distance from the headquarters, special attention will be given to ensuring consistent assimilation of IDC’s purpose, values, and business objectives among all associates.
• Leveraging technology and virtual platforms, regular town halls, and interactive sessions will be conducted to facilitate open communication and alignment with IDC’s ethos.
• Encouraging cross-functional collaboration and participation in global initiatives will foster a sense of ownership and passion for IDC’s mission
  

About Walmart Global Tech

Imagine working in an environment where one line of code can make life easier for hundreds of millions of people. That’s what we do at Walmart Global Tech. We’re a team of software engineers, data scientists, cybersecurity expert’s and service professionals within the world’s leading retailer who make an epic impact and are at the forefront of the next retail disruption. People are why we innovate, and people power our innovations. We are people-led and tech-empowered.

We train our team in the skillsets of the future and bring in experts like you to help us grow. We have roles for those chasing their first opportunity as well as those looking for the opportunity that will define their career. Here, you can kickstart a great career in tech, gain new skills and experience for virtually every industry, or leverage your expertise to innovate at scale, impact millions and reimagine the future of retail.

Flexible, hybrid work

We use a hybrid way of working with primary in office presence coupled with an optimal mix of virtual presence. We use our campuses to collaborate and be together in person, as business needs require and for development and networking opportunities. This approach helps us make quicker decisions, remove location barriers across our global team, be more flexible in our personal lives.

Benefits

Beyond our great compensation package, you can receive incentive awards for your performance. Other great perks include a host of best-in-class benefits maternity and parental leave, PTO, health benefits, and much more.

Equal Opportunity Employer:

Walmart, Inc. is an Equal Opportunity Employer – By Choice. We believe we are best equipped to help our associates, customers and the communities we serve live better when we really know them. That means understanding, respecting and valuing diversity- unique styles, experiences, identities, ideas and opinions – while being inclusive

Minimum Qualifications…

Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.

Preferred Qualifications…

Outlined below are the optional preferred qualifications for this position. If none are listed, there are no preferred qualifications.