Manager, Inclusion Strategy -

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Netflix is one of the worlds leading entertainment services, with 283 million paid memberships in over 190 countries enjoying TV series, films and games across a wide variety of genres and languages. Members can play, pause and resume watching as much as they want, anytime, anywhere, and can change their plans at any time.

We expect our leaders to make decisions that foster inclusion, build trust and leverage unique differences among teams to drive a competitive advantage through innovation and excellence. Our goal is to unlock the full potential of our diverse, global Dream Team by ensuring a consistent employee experience, regardless of job level, language, location, background, identity or tenure. All employees have a shared responsibility to build and nurture an inclusive culture - not just one person or team. If we do this well, we enable everyone to do the best work of their lives.

As the Manager of Inclusion Strategy you will operate autonomously and partner with local Human Resource Business Partners (HRBPs) in India and across Asia-Pacific (APAC) offices, while keeping highly aligned with a regionally distributed global team that drives forward global inclusion and regional HR priorities. You will be expected to establish yourself as a trusted business-centric consultant and coach who works in partnership with HR peers to support leaders as they drive business outcomes. You will do this designing, implementing and evaluating business-centric inclusion interventions and solutions while maintaining alignment with Netflixs global inclusion strategy. Your approach will be guided by local nuance and sharpened by stakeholder feedback.

What you\u2019ll do

You will help drive creativity and innovation at Netflix by working horizontally across our businesses in India and also operate vertically in our APAC business functions. You will work in close partnership with your peers in the regional and global Inclusion Strategy teams to execute priorities in APAC by:

• Partnering with local- and regional-HRBPs to equip business leaders as they design, implement and evaluate inclusive leadership interventions that strengthen team effectiveness and build talent density while addressing local needs and opportunities;

• Thought partnering with peers from Global Talent Business Practices (GBPs) to ensure that systems and practices the GBPs manage across our talent ecosystem deliver a consistent experience for all employees across the Talent lifecycle - e.g. thought partnering with Talent Acquisition on additive hiring, thought partnering with Talent Management on onboarding and development, etc.;

• Developing and supporting employee resource groups (ERG) as they execute their roadmaps designed to ensure a consistent experience for employees from historically marginalized groups, in alignment with the global ERG program;

• Equipping local and regional Human Resource Business Partners (HRBPs) with data-informed insights and thought-partnership on problem statements and solutions.

• Providing ad hoc strategic advisory and subject-matter expertise to cross-functional business teams - e.g. advisory on creative considerations for our content or production teams; crisis consulting to our PR or public policy teams.

• Upskilling our Talent and business teams through a mix of informal (e.g. coaching) and formal (e.g. training workshops) learning experiences.

• Engaging and networking with external groups and organizations in India and around the region to keep up to date on trends and build partnerships that contribute to Netflixs business goals.

• You will have dual reporting lines with both the Director, Talent - India and the Director, Inclusion Strategy - APAC.

What you\u2019ll need

• Fluency in inclusion as a leadership competency that drives competitive advantages for high performing teams;

• Familiarity with integrating inclusion practices into leadership development, team effectiveness and other talent management approaches that build talent density. An industry track record of three to five years would be ideal;

• Advanced skills for influencing and coaching stakeholders in a business environment. Previous experience in one or more of HR functions - HR Business Partnering, Learning and/or Talent Management - is an advantage;

• Effective consulting skills that include: insights gathering, critical thinking, diagnostics, creating solutions and storytelling - informed by both data and good judgement;

• Stakeholder engagement and collaboration skills to drive results, especially in globally distributed and matrixed organisations;

• Knowledge of the end-to-end Talent lifecycle in growing global organisations, including awareness of potential hotspots for inconsistencies that negatively impact employees;

• Cross-cultural experience and competence pertinent within India. Knowledge of effective cross-cultural communication across APAC is an advantage (e.g. Australia, Indonesia, Japan, Korea, Philippines, Singapore, Taiwan and/or Thailand);

• Knowledge of the local labor environment, especially pertaining historically marginalised groups (e.g. from disability- or gender-lens). Knowledge of labor laws in other APAC jurisdictions is an advantage;

• Skills for managing projects to deliver results on time and within budget. Experience managing both local and regional initiatives is an advantage;

• Facilitation skills for both informal and formal learning experiences for both individuals and groups. Skills for effective facilitation across cultures or virtual/in-person work environments are an advantage;

• A high aptitude for learning on the job and applying new skills;

• A high proficiency in both English and Indian languages - including an ability to communicate complex concepts with clarity - e.g. privilege, unconscious bias, vulnerability and allyship.