Senior Manager of Community & Inclusion, Harry's
$135-155k
+ Equity Program
More information about location
3 days a week in office (Soho, NY)
Men's grooming brand
Open for applications
Men's grooming brand
201-500 employees
Open for applications
$135-155k
+ Equity Program
More information about location
3 days a week in office (Soho, NY)
201-500 employees
Company mission
To offer high quality shave, body, hair, and skin care products at an exceptional value.
Role
Who you are
- We’re looking for an experienced DEI practitioner with a strong HR foundation, who will marry business context, practical experience, and best practices into a single approach
- 5+ years of experience in People Operations, HR Business Partnering, or DEI Program Management
- Demonstrated experience managing Employee Resource Groups (ERGs) or volunteer communities with a focus on operational strategy rather than just event planning. You have a strong perspective on "what good looks like" regarding inclusion strategy and the experience to tailor it to our business needs
- People whisperer and coach, at all levels. You naturally build strong relationships at all levels. You are a sought after coach and thought partner for all employees. Experienced coaching senior leadership (Director/VP+)
- Strong data fluency. You translate engagement metrics into business insights; you can design new processes from scratch and drive adoption
- An "HR Generalist" at heart. You understand the broader People ecosystem. You are familiar with how inclusion intersects with People Business Partner (PBP) work, compensation, hiring, and people analytics
- Growth-minded. You have an idea of where to start, but understand and are open to that not being the best or only course of action. You aren’t afraid to admit to when you’ve made a mistake or don’t know the right next step
- An experienced advocate. You’ve supported employees, leaders and the broader company on a change curve before; you’re not afraid to speak up, and you know how to do it kindly but firmly
What the job involves
- Mammoth Brands is entering a transformative chapter in our organizational culture
- We are evolving our approach to inclusion from a community-based model to a strategic business lever
- We are seeking an experienced Senior Manager, Community & Inclusion to lead this evolution, serving as the architect for our Employee Resource Group (ERG) ecosystem and the broader inclusion strategy
- In this role, you will act as a strategic advisor to leaders, employees, and ERG sponsors
- You will move beyond event coordination to build the operational infrastructure—governance, metrics, and leadership accountability—that ensures our culture drives tangible business results
- Design and execute a comprehensive operational strategy for our ERGs
- Be a present and engaged member of all ERG spaces; host regular meetings and check-ins with ERG leaders and sponsors
- Develop a process for – and own – onboarding and offboarding for ERG leads and sponsors
- Manage budget allocation and ensure ERGs resources are directed to high-impact initiatives
- Serve as the primary point of contact for ERG governance. Provide coaching to ERG Leads as needed; ensure ERGs have the right level of context and information about internal organizational change
- Meet regularly with ERG leaders and sponsors; create community spaces for leaders in those groups
- Maintain an annual ERG calendar of events, supporting ERGs in executing events as needed
- Have a perspective on what successful ERG leadership looks like, and the role it plays in general performance and progression at Mammoth Brands
- Define a professional development roadmap for ERG leaders
- Provide high-touch coaching and constructive feedback to senior executives. Ensure leaders have the right level of context and information to understand how our ERG population and broader community are feeling at any given time
- Develop toolkits, facilitation guides and conflict resolution frameworks for our executive population to support change management
- Collaborate with the broader People Team to ensure inclusion data informs downstream processes in talent acquisition and talent management
- Develop a perspective on metrics that are relevant and meaningful based on our diversity and inclusion strategy; work with the People Operations team to accurately measure and regularly monitor key metrics
- Make the data meaningful to our leadership and broader company audience, by engaging in compelling data storytelling to share outcomes, progress, and challenges
- Partner with the Senior Director of People to define the 1-3 year roadmap for inclusion at Mammoth Brands
- Assess the state and efficacy of current programs; make recommendations on future programming and steps get there
- Assess current training / DEI education; make recommendations on future education at various levels in the organization, designed in support of the broader inclusion strategy at Mammoth Brands
- This role reports to Mary Holtzhauser, Sr Director of People at Mammoth Brands
- This role supports our global employee population, with a specific focus on supporting our eight Employee Resource Groups and their respective leadership sponsors
Our take
Harry's shot onto the scene in 2012 with the simple idea of great razors at fair prices. And at a time when buying blades felt like taking out a small loan, Harry's built a direct-to-consumer brand that made men's shaving feel modern and affordable. So, what started as an online upstart quickly grew into a serious player, landinow on the shelves of major retailers and one of the best known names in men's grooming.
The road hasn't been entirely smooth as in 2020, a planned billion-dollar sales to Edgewell Personal Care (the owner of brands like Schnik) was blocked by the Federal Trade Commission on competition grounds. At the time, this looks like a major setback, however, it have Harry's the room to keep building on its own terms. Instead of folding into a legacy giant, the company doubled down on growth, raised fresh capital and continued to expand its reach in retail and product lines.
Now, the company isn't just a small startup taking on the razor establishment. It has broadened its grooming range well beyond blade, built a loyal customer base, and proved it can compete both online and in-store. What began as a challenger brand has evolved into a mainstay of the men's personal care aisle.
Freddie
Company Specialist at Welcome to the Jungle
Insights
8% employee growth in 12 months
Company
Funding (last 2 of 8 rounds)
Feb 2018
$112m
SERIES D
Jul 2015
$75.6m
SERIES C
Total funding: $474.6m
Company HQ
Hudson Square, New York, NY
Leadership
Andy Katz-Mayfield
(Co-Founder)Andy is also the co-founder of Mammoth Brands where he has served as the Co-CEO since 2012.
Jeffrey Raider
(Co-Founder)Jeffrey co-founded Mammoth Brands alongside Andy where he serves as the Co-CEO. He is also the co-founder of Warby Parker.
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