DEI Manager with 8 years of experience in talent and inclusion programs at consumer and technology companies of 1,500–5,000 employees. Increased representation of women in director-and-above roles from 27% to 36% over three years. Brings data-driven strategy, legally sound program design and partnership with business leaders on hiring and promotion practices.
Experience
DEI Manager, Brightwater Brands (Chicago, IL)
Jan 2022 – Present
Lead inclusion strategy for 3,800 employees with a $400k program budget, reporting to the Chief People Officer
Raised women in director-and-above roles from 27% to 36% through structured promotion panels and sponsorship
Partnered with legal to review all programs for compliance after 2023 case law changes, keeping them open to all employees
Support 8 employee resource groups with 1,400 members, tying each to a measurable business or talent goal
Talent Programs Manager, Lakeview Software (Chicago, IL)
Sep 2018 – Dec 2021
Built a campus recruiting program with 12 universities, hiring 70 interns a year
Introduced structured interview training for 300 managers, narrowing pass-through gaps across groups by 40%
HR Analyst, Midway Consulting Group (Chicago, IL)
Jul 2016 – Aug 2018
Prepared EEO-1 and affirmative action plan data for 3 federal contractor clients
Education
B.A. in Sociology, Northwestern University (Sep 2012 – Jun 2016)
A strong DEI Manager resume shows the people programs and processes you ran, and how they improved hiring, retention or efficiency. Show the organization you ran (team size, budget, revenue) and the business results you are accountable for.
Sections, in order
Summary
Experience
Skills
Education
Length: Two pages are common for leadership roles; keep the first page strong enough to stand alone.
Summary: Lead with your leadership scope and the business outcomes you are known for.
Skills to feature
Talent acquisition
Employee relations
HRIS (Workday, BambooHR)
Compensation and benefits
Performance management
Onboarding
Employment law compliance
Process improvement
People analytics
Change management
Example bullet points
Rebuilt the engineering hiring loop, cutting time to hire from 52 to 31 days across 80 hires
Launched a structured onboarding program that raised 90-day retention from 82% to 95%
Moved payroll and benefits to Workday for 600 employees with zero missed pay cycles
Tips from recruiters
Show the size of the population you supported (headcount, locations, countries).
Name certifications such as SHRM-CP or CIPD near the top if the role asks for them.
Describe sensitive work by outcome and scope, never by individual cases.
Recommended templates
Classic (ATS-friendly): Jake's-style LaTeX classic: small caps and hairline rules
Modern (ATS-friendly): Clean single column with accent headings and rules
Executive (ATS-friendly): Centered executive layout with serif headings
DEI Manager resume FAQ
What should a DEI Manager resume include?
A DEI Manager resume should show the people programs and processes you ran, and how they improved hiring, retention or efficiency. Use these sections in this order: Summary, Experience, Skills and Education. Show the organization you ran (team size, budget, revenue) and the business results you are accountable for.
What is the best resume template for a DEI Manager?
Classic, Modern and Executive work well for DEI Manager roles. They are single-column with standard headings, so applicant tracking systems (ATS) parse them reliably.
How long should a DEI Manager resume be?
Two pages are common for leadership roles; keep the first page strong enough to stand alone.
Which skills should a DEI Manager put on a resume?
Prioritize the skills named in the job posting. Common ones for DEI Manager roles are Talent acquisition, Employee relations, HRIS (Workday, BambooHR), Compensation and benefits, Performance management and Onboarding.
How do I write strong DEI Manager resume bullet points?
Start with an action verb, say what you did, and end with a measurable result such as time to hire, offer acceptance rate and retention. For example: "Rebuilt the engineering hiring loop, cutting time to hire from 52 to 31 days across 80 hires."