DIRECTOR, DEI & CULTURE 

When employees work in a setting that rewards inquiry, ideation, problem-solving and collaboration, businesses can grow and thrive. At IDEX we believe culture drives strategy, innovation, and operational excellence. The Director, Culture will partner with the VP, DEI & Culture to lead the development and evolution of enterprise culture strategies and tools that strengthen organizational culture and employee experience across the enterprise. 

The successful candidate will be skilled at designing processes and tools that drive equitable involvement, cultural competence and belonging across the company. They will link IDEX’s operational outcomes to organizational behavioral anchors. In this role, the leader will serve as a member of the Talent and Culture team and will work closely with HR and business leaders to help define the cultural behavioral shifts and leadership expectations needed for IDEX’s next chapter. They will embed these culture elements into key HR processes and develop meaningful ways to understand and measure organizational culture over time.  

Primary Duties and Responsibilities 

Culture Strategy Development and Embedment  

• Leads the development and evolution of enterprise culture frameworks, operating mechanisms and leadership expectations that strengthen organizational culture and enable business performance 

• Identifies and applies current research and best practice to sustain a values-based, inclusive culture while continuing to evolve for higher performance and growth 

• Co-develops cultural “from-to” to support IDEX’s future state leadership, behavioral and organizational expectations 

• Partners with leaders to identify where enterprise consistency strengthens organizational culture while enabling flexibility to meet local business or regional needs 

Systemic Culture Change  

• Builds repeatable, enterprise-wide culture mechanisms and capabilities that can scale with, or accelerate, the organization’s continued growth 

• Partners with (and co-leads) efforts to improve engagement and culture for IDEX platforms and business units. 

• Evolves and improves IDEX people processes by embedding research, cultural insights and feedback in process design and implementation. 

• Collaborates with HR leaders to create metrics and feedback loops to assess IDEX’s culture, and desired shifts required for growth at the team, business unit and organizational levels.  

• Supports identifying areas for improvement, and helping business units identify countermeasures to address opportunity areas/ reinforce strengths 

• Supports IDEX’s Talent team in assessing and improving IDEX’s employee value proposition 

• Develops comprehensive enterprise listening approaches (beyond engagement surveys) to identify trends and inform culture priorities 

Leader Development and Coaching  

• Serves as a culture, change and inclusion subject matter expert for leaders and teams 

• Designs, develops, and delivers development efforts on key culture, engagement and inclusion topics. 

• Leverages and applies assessments on cultural competence, team effectiveness and leader effectiveness. 

Enterprise Collaboration and Partnership 

• Supports IDEX Employee Groups as a vehicle to strengthen IDEX enterprise culture and leadership development 

• Able to build and leverage relationships with third-party vendor partners, talent organizations and community organizations. 

• Actively supports and initiates IDEX community service / volunteer efforts for cultural development and employee engagement 

Education & Ideal Experience: 

• Bachelor’s degree in Business, Human Resources, or related field. 

• Proven track record of 10+ years of progressive experience with a minimum of 5-7 years of experience in talent, culture, organizational effectiveness, or HR business partner roles with a focus in these areas within large, complex transformational environments 

Technical/Functional Expertise 

• Expertise in: 

• Creating fit-for-purpose standard work, playbooks, and tools for enterprise use 

• Provides strategic guidance, playbooks, and governance for employee resource groups as a key component of the organization’s broader culture and engagement strategy 

• Partnering with HR and across business teams to deploy talent and culture initiatives to enable business strategy  

• Data analysis to recommend focus area/ inform a talent and culture roadmap 

• Effective vendor/partner mgmt.  

Critical Leadership Skills:  

• Strong executive presence, communication, and influencing skills: Communicates with clarity and confidence, distilling complexity into crisp, actionable insights and engaging senior leaders with maturity and credibility. Strong interpersonal skills and influencing capability to align business leaders around shared outcomes and standards, while allowing for creative approaches to support unique business goals. Leverages data-driven decision-making to influence key stakeholders. 

• Change-agent: Brings the conviction to challenge legacy approaches, simplify complexity, and drive cultural transformation to enable the organization’s growth goals while appropriately managing risk. Proactively monitors market trends to bring a comprehensive outside-in point of view. 

• Trusted enterprise advisor and internal partner: Builds and sustains trusted relationships across the enterprise that strengthen credibility and alignment  

• Strong results orientation: Drives disciplined execution, aligns internal teams and external partners to drive quality outcomes in a highly matrixed environment and ensure governance. Ability to communicate with speed, accuracy, and transparency. 

• Enterprise Perspective – balances enterprise priorities with local business needs by helping leaders identify where consistency strengthens organizational culture and where flexibility enables business success