Shoestring Valley Holdings (SVH) is a Pacific Northwest-based holding firm that serves the Real Estate and Construction industries. With over 1,000 employees across several business units, SVH is a value-driven enterprise established to bring consistent and high-performing shared services to target industries. SVH aims to strengthen both the employee experience and customer outcomes. Reinforcing our desire to be an enduring organization for generations to come.
SVH Core Values:
• ESTABLISH LONG-TERM RELATIONSHIPS
• THE CLIENT IS #1
• WE TAKE RESPONSIBILITY
• WE SEEK CONTINUOUS IMPROVEMENT
• YOU CAN BANK ON OUR WORD
• WE DO EVERYTHING AS A TEAM
• WE ALWAYS PRODUCE WORK THAT MAKES US PROUD
• WE DO IT SAFELY, OR WE DON'T DO IT
• EVERYONE IS TREATED AS AN INDIVIDUAL WITH DIGNITY AND RESPECT
Job Purpose:
The Director of EQuity and Belonging role ensures that the organization's values are deeply ingrained in its culture, operations, and interactions. This position is crucial for creating a supportive, inclusive, and dynamic environment where everyone feels valued and empowered to contribute to the organization's success. By fostering a culture where every employee feels a profound sense of significance and belonging, the Director will recognize, value, and leverage the unique contributions of all employees while promoting mutual respect and inclusion. This role is essential for supporting the organization's long-term success by building a strong, positive, inclusive culture aligning with its core values. The Director of EQuity and Belonging will drive transformative change at personal, institutional, and systemic levels to foster an inclusive and equitable workplace. Additionally, the role supports the seamless integration of practices across all roles, systems, and teams. It also promotes situational awareness for targeted interventions and leads cross-functional collaboration to uphold equitable practices throughout the organization.
We invite individuals who are passionate about driving meaningful change and fostering a culture of belonging to apply for this exciting opportunity and join us in our commitment to creating a workplace where everyone feels valued, respected, and empowered to thrive.
Why are we hiring for this role:
• Elevating employee satisfaction, retention, and promoting workplace collaboration by treating employees as individual stakeholders.
• By leveraging the benefits of diversity and inclusion, we achieve a competitive business advantage through the innovation lens.
Reports to: Vice President of People & Engagement
Job Classification and Hours:
• Salary / Exempt
• Mon ' Fri, occasional weekends when needed
Location:
Portland, OR or Seattle, WA
• A partial hybrid work schedule is possible after initial training and evaluation.
• Travel to business units and regions as necessary.
• Conference travel as deemed applicable for position.
Qualifications and Technical Skills:
The person for this role must possess a unique blend of operational expertise, strategic vision, leadership capabilities, and a deep commitment to fostering belonging and shaping organizational culture to lead diversity, equity, and inclusion (DEI) efforts and achieve lasting impact effectively.
Educational Background:
A bachelor's degree in a relevant field such as Business Administration, Sociology, Social Work, Organizational Development, or a related discipline or a minimum of 5 years of experience in a related field. A master's degree or higher education in a related field may be preferred.
Experience:
• Over 5 years of significant experience in leadership roles focused on diversity, equity, and inclusion, especially in operations, strategy, belonging, and culture.
• Experience in the Architecture, Engineering, Construction (AEC) industry is preferred.
• Proven track record of developing and implementing comprehensive DEI strategies that incorporate belonging and cultural considerations within large organizations, preferably across multiple locations or business units.
• Experience in strategic planning, data analysis, and project management.
• Skilled in workplace and operations fairness (DEI) practices and strategies. Multi-level integration throughout the organization.
• Experience supporting the creation and integration DEI practices throughout the organization (roles, systems, teams).
• Experience in supporting the critical perspective-taking necessary to cultivate the understanding needed to implement targeted changes within specific roles, systems, and teams.
Operational and Strategic Skills:
• Strong understanding of organizational operations and the ability to align people-oriented initiatives with strategic business goals.
• Ability to develop and execute comprehensive DEI strategies that drive measurable results and support organizational objectives.
• Experience leveraging data and analytics to inform decision-making and track progress toward DEI objectives.
Leadership and Collaboration:
• Demonstrated leadership skills with the ability to influence and collaborate effectively across all levels of the organization.
• Experience building and leading diverse teams to drive cultural change.
• Strong communication and interpersonal skills to engage stakeholders, build consensus, and drive accountability.
Knowledge and Expertise:
• Deep understanding of diversity, equity, and inclusion principles, belonging and cultural dynamics within organizations, and the ability to integrate these concepts into operational and strategic initiatives.
• Familiarity with industry trends and emerging issues.
• Knowledge of operational processes and systems that impact DEI, belonging, and culture, such as talent acquisition and retention, performance management, and employee development.
Passion and Commitment:
• A genuine passion for advancing diversity, equity, and inclusion in the workplace, with a solid commitment to fostering belonging and shaping a positive organizational culture.
• Demonstrated ability to navigate complex organizational dynamics and overcome challenges to create an inclusive, equitable, and culturally vibrant environment where all employees feel valued, respected, and empowered to contribute their best work.
Responsibilities:
The responsibilities for the Director of EQuity and Belonging role include the following categories: employee support, community & vendor engagement, strategic planning, DEI awareness & accountability, and DEI program management.
Employee Support:
• Measure and monitor DEI initiatives to assess the organizational pulse and identify areas for improvement.
• Support learning and development programs focused on leadership skills, role understanding, relationship management, communication, conflict resolution, and proactive problem-solving.
• Support Business Resource Group (BRG) efforts at the regional level.
• Implement a process for sharing lessons learned and addressing diversity, equity, and inclusion concerns.
• Address resistance to change.
Community and Vendor Engagement:
• Develop relationships with community organizations and boards to support workforce and vendor diversity.
• Participate in outreach events, mock interviews, jobsite tours, and jobsite rotation programs to engage with diverse communities.
• Provide mentorship resources for Minority and Women-Owned Business Enterprises (MWBE) to support their growth and success.
• Collaborate with local unions and pre-apprenticeship programs to create a diverse workforce pipeline.
• Conduct field reviews on projects with Community Workforce Agreements (CWA) to ensure compliance and foster community engagement.
• Organize project-specific outreach events and participate in large trade shows to promote diversity and inclusion initiatives.
• Replicate and expand the Project Technician Program modeled after Portland's successful model, which will be implemented across all regions and appropriate business units.
• Provide mentorship resources for Minority and Women-Owned Business Enterprises (MWBE) to support their growth and success.
Strategic Planning:
• Develop and implement strategic plans for diversity, equity, and inclusion initiatives aligned with organizational goals and values
• Identify key metrics and benchmarks to measure the effectiveness of DEI programs and initiatives.
• Conduct regular reviews and assessments to evaluate progress and adjust strategies.
• Collaborate with senior leadership to integrate DEI goals into strategic planning.
• Stay abreast of industry trends, best practices, and emerging diversity, equity, and inclusion issues.
• Partner with Director of Health and Wellbeing regarding Social Determinants of Health (SDOH) in relation to our Health & Wellbeing plan.
• Evaluate and adjust DEI strategies:
o Continuously measure and analyze data to assess the effectiveness of DEI initiatives.
o Iterate strategies based on feedback to ensure inclusivity and equity in the workplace.
Promote DEI Awareness and Accountability:
• Drive awareness and accountability as potent debiasing forces to cultivate an inclusive and equitable workplace.
• Work closely with leadership to implement and promote practices aligned with core values.
• Drive continuous improvement in workplace culture through collaboration and feedback mechanisms.
• Set clear goals and expectations for DEI initiatives.
o Conduct regular progress reviews to track performance and identify areas for improvement.
o Create an environment that encourages reporting instances of bias or discrimination to foster accountability.
Workforce Development:
• Develop a comprehensive training program for leadership and employees on DEI, including IDEAL training, implicit bias, harassment/sexual harassment, vendor diversity training, and neurodiversity / mental wellbeing practices.
• Create policies and practices that ensure all employees are treated equitably and have equal access to opportunities for growth and advancement.
• Replicate and expand the Project Technician Program modeled after Portland's successful model, which will be implemented across all regions and appropriate business units.
• Support Operations Managers (OMs) and Superintendents in fostering strong working relationships with unions.
• Address resistance to change
• Foster a culture that embraces diversity by effectively communicating the benefits and necessity of DEI.
• Provide education and awareness initiatives to help employees understand and support the transformation.
• Recognize the importance of diversity in driving innovation, competitiveness, and equity.
• Support Talent Acquisition, Learning and Development, Performance Management, and Operations in implementing DEI initiatives.
DEI Program Management:
This role is responsible for the following:
• Drive topics and activities to enhance cultural awareness and organizational development within the IDEAL Council, L&D, etc.
• Manage Employee Resource Groups by engaging in planning events and activities that foster involvement.
• Cultivate Employee Networks: Identify business and professional development topics with a pivot to D&I (Vendor Diversity, Pre-Apprenticeship Programs, Professional Apprenticeship Programs, etc.)
Physical Demands:
• Sit / stand entirety of workday
• Move and/or transfer < 25 pounds on occasion
Compensation:
• Employee (and their family) can enroll in the company's medical, dental, vision, and basic life insurance.
• Employee may receive an annual employer discretionary bonus.
• Employee will have access to a personal 401(k) plan (no employer match); and Discretionary Employer Contribution Plan.
• Employee will have access to company Employee Stock Ownership Plan (ESOP)
• Employee will start with 130 hours of PTO not including 7 recognized holidays.
• Annual salary range: $110,000 ' $130,000
Equal Opportunity / Affirmative Action:
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability, or protected veteran status. Applications from women, minority and under-represented group members, veterans and individuals with disabilities are encouraged to apply.
Work Authorization:
Applicants must be currently authorized to work in the United States without the need for visa sponsorship now or in the future.
Substance Abuse Screening:
Shoestring Valley complies with the Construction Industry Drug-Free Workplace. Substance abuse screening includes pre-employment, random, post-accident, and for-cause testing. Our offer of employment is contingent upon your successful completion of these drug screenings.
Background Check & Driving Record:
Shoestring Valley conducts a background check and driving record review of all new employees. Employment is contingent upon successful completion of background and driving record investigation.
Benefits:
• Collaborative office environment
• Flex workweek
• Coffee/Espresso, cold brew and snacks available at main office
• Industry organization memberships and events
• Year End Bonus Program
• Employee Stock Ownership Plan (ESOP)
• 401k Self-Driven Program w/ Access to Financial Advisor
• 7 Paid Holidays + Generous & Flexible PTO Program
• 75% Paid by Owner PPO Medical/Dental/Vision Plan (includes Naturopathic & Chiropractic Care!)
• Cancer Guard Screening Program
• Wellness Incentive Program ' Active participation earns you reductions in healthcare premiums
• Employee Assistance Program
• Telemedicine Option
• Employee Referral Incentive Program
• Education Assistance for Continued Education
• Wellness Seminars & Brown Bags
o Discounted Income Protection Plans: Gradifi ' Student Loan Refinance Plans, Estate Planning, Refinance and Purchase Programs for Home Buyers. Medicare Assistance Program
• Incent Fit ' Participation in fitness activities can earn you $35/mo.
• Supplemental Insurance Options
• Corporate Discount Programs from Local Retail & Clothing Vendors
• ASPCA Pet Insurance Discount
• Company Store
• Andersen Foundation ' Be an active part of volunteer activities from soup kitchens, building support, camps, golf & cornhole tournaments.
• Fun, Festive and sometimes competitive - team building events throughout the year!