Job Description
The Director, Culture & Inclusion is the enterprise culture transformation and inclusion leader. Reporting to the Executive Director, Culture & Inclusion, this role owns the culture activation plan, partners closely with HRBPs to understand micro-cultures across functions and regions, and ensures that Employee Resource Groups (ERGs) and Inclusion Councils are integrated into the overall culture engine. You will translate company values from aspiration into everyday actions through experiential programming, intentional change management, and disciplined measurement that connects culture work to business outcomes.
This is a role that requires both strategic thinking and a willingness to roll up your sleeves. You’ll design the frameworks and then facilitate the sessions. You’ll advise senior leaders on culture and then build the tracker that shows whether the work is landing. You’ll advance our ERG strategy and then partner directly with co-chairs to bring it to life. You’ll drive measurable change, build leader capability in collaboration with the broader HR team, and keep disciplined focus on impact.
This role is based at our Sleepy Hollow, NY location with a minimum of 4 days onsite required - this is not open to fully remote or hybrid work.
What You’ll Do:
Own and deliver the enterprise culture activation plan from intake to prioritization, ensuring it is scalable, sustained, and connected to how employees experience the company’s values.
Design and lead culture activation programming (toolkits, workshops, facilitation guides, and experiential moments) that reinforce ways of working and leadership behaviors across the organization.
Design and facilitate experiential values-based workshops for functional and cross-functional audiences, partnering with HRBPs to tailor content to specific team contexts and micro-cultures.
Build and steward a culture ambassador network, equipping ambassadors to extend culture activation beyond what the central team can reach.
Sponsor and shape internal convenings (culture cafés, innovation labs, storytelling forums) that amplify values-aligned behaviors and leadership stories.
Set the strategic direction for the company’s ERGs, ensuring each operates with clear goals, strong governance, visible business alignment, and executive sponsor engagement.
Oversee the multi-tiered Inclusion Council governance structure ensuring councils function as strategic infrastructure rather than programmatic add-ons.
Partner directly with ERG co-chairs and executive sponsors to elevate programming quality, strengthen leadership pipelines within ERGs, and connect ERG work to enterprise culture priorities.
Partner with the Executive Director on the development of trust index, including integration of culture and inclusion items into the enterprise engagement survey.
Track and report on ERG engagement data, workshop reach, and culture programming impact, preparing materials for senior leadership reviews and board-level inclusion reporting.
Use data and listening signals to inform programming decisions, identify gaps, and continuously improve the portfolio.
Serve as a culture advisor to HRBPs, partnering on function- and region-specific needs
Coach leaders to role-model values-aligned behaviors and leadership expectations, building leader capability in collaboration with the broader HR team.
Work closely with the Talent team to ensure culture is integrated into talent and performance processes.
Collaborate across the Culture & Development COE (Learning & Leadership Development, Organizational Development) to provide unified solutions and offerings to the enterprise.
Communicate progress crisply to internal stakeholders in partnership with Corporate Communications.
Manage Specialist, Culture & Inclusion
Manage team budget and vendor partner relationships.
What We’re Looking For:
Bachelor's degree plus 14+ years of experience in culture transformation, change management, organizational development, inclusion or related HR leadership role with a track record of leading enterprise culture change. Experience in a science/healthcare or similarly regulated environment a plus.
Strong systems thinking and operational rigor. You can connect the dots and take action to make change.
Proven integration across HRBPs and COEs; credible in both scientific and operations settings
Data literate turning listening signals into decisions and measurable outcomes
Exceptional facilitation skills with strong internal communication and storytelling experience.
Able to build a high-performing team setting clear standards and accountability
Does this sound like you? Apply now to take your first step towards living the Regeneron Way! We have an inclusive culture that provides comprehensive benefits, which vary by location. In the U.S., benefits may include health and wellness programs (including medical, dental, vision, life, and disability insurance), fitness centers, 401(k) company match, family support benefits, equity awards, annual bonuses, paid time off, and paid leaves (e.g., military and parental leave) for eligible employees at all levels! For additional information about Regeneron benefits in the US, please visit https://careers.regeneron.com/en/working-at-regeneron/total-rewards/. For other countries’ specific benefits, please speak to your recruiter.
Please be advised that at Regeneron, we believe we are most successful and work best when we are together. For that reason, many of Regeneron’s roles are required to be performed on-site. Please speak with your recruiter and hiring manager for more information about Regeneron’s on-site policy and expectations for your role and your location.
Regeneron is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion or belief (or lack thereof), sex, nationality, national or ethnic origin, civil status, age, citizenship status, membership of the Traveler community, sexual orientation, disability, genetic information, familial status, marital or registered civil partnership status, pregnancy or parental status, gender identity, gender reassignment, military or veteran status, or any other protected characteristic in accordance with applicable laws and regulations. The Company will also provide reasonable accommodation to the known disabilities or chronic illnesses of an otherwise qualified applicant for employment, unless the accommodation would impose undue hardship on the operation of the Company's business.
For roles in which the hired candidate will be working in the U.S., the salary ranges provided are shown in accordance with U.S. law and apply to U.S.-based positions. For roles which will be based in Japan and/or Canada, the salary ranges are shown in accordance with the applicable local law and currency. If you are outside the U.S, Japan or Canada, please speak with your recruiter about salaries and benefits in your location.
Please note that certain background checks will form part of the recruitment process. Background checks will be conducted in accordance with the law of the country where the position is based, including the type of background checks conducted. The purpose of carrying out such checks is for Regeneron to verify certain information regarding a candidate prior to the commencement of employment such as identity, right to work, educational qualifications etc.
Salary Range (annually)