Director – Inclusion Strategy

As Netflix continues to expand and diversify our business, our workforce, and our global footprint, inclusion and diversity are more critical than ever to our success. We are seeking a Director, Inclusion Strategy – LATAM, to lead the development and execution of a regional inclusion strategy grounded in data, insights, and the lived experiences of our employees.

This senior leader will drive measurable, scalable inclusion outcomes across LATAM while modeling Leadership Excellence at Netflix. The role will also work closely with global Inclusion Strategy leaders to align regional and global efforts.

Key Responsibilities

1. Set and drive the LATAM inclusion strategy 

Design and lead a robust, sustainable I&D strategy for LATAM, informed by quantitative and qualitative insights and the lived experiences of underrepresented groups and aligned with global inclusion strategy and principles

Embed inclusion into core Talent and business systems (e.g., hiring, performance management, promotions, org design, compensation) to reduce gaps and drive a more consistent, fair employee experience across countries and functions in LATAM.

Use data and analytics not only to track representation, but to rigorously identify inclusion and Consistent Employee Experience gaps (e.g., engagement, promotions, attrition, access to opportunities), frame trade‑offs, and prioritize the highest‑impact inclusion bets for the region. 

Use data and analytics to define success metrics, measure impact, and continuously refine our approach.

Anticipate future organizational needs and implications, surfacing opportunities to evolve inclusion practices in support of Netflix’s 2030 ambitions.

Ensure that the work you lead builds enduring capabilities and structures (through inclusion-led initiatives or in partnership with other GBPs) that will outlast your tenure and leave a better Netflix for employees and members.

2. Create a strong local impact through a deep partnership

Partner closely with HRBPs and business leaders across LATAM to drive meaningful, locally relevant I&D impact while aligning to global principles.
In close partnership with other GBPs, design and implement solutions that embed I&D into core Talent and business processes (eg. Talent Acquisition, Talent Management, Org. design, etc)

Elevate inclusion as a visible leader competency by coaching leaders to apply an inclusion lens in everyday decisions (e.g., hiring, feedback, performance, organizational changes), positioning inclusion as an expectation of Leadership Excellence rather than a moral assessment.

Build deep, nuanced inclusion capabilities in HRBPs, GBPs, and leaders using question‑based, curiosity‑driven approaches (e.g., real case discussions, leader labs, one‑on‑one coaching) rather than relying primarily on lecture‑style training. 
Work with HRBPs to spot day-to-day inclusion needs and translate them into practical actions, which may include one-on-one coaching.

Apply and model core leadership values: Selflessness, Judgment, Courage, and Resilience in how you set context, make trade-offs, navigate ambiguity, and support teams through change.

3. Lead and develop the Inclusion Strategy team 

Build, lead, and develop a high-performing, inclusive Inclusion Strategy team reporting into this role.

Land the global inclusion vision and connect long-term and mid-range goals to actionable roadmaps for the team.

Ensure every team member understands how their work connects to business priorities, enables partnership with other GBPs,  and advances our inclusion ambition in LATAM.

Create conditions for a “dream team” environment: high talent density, candid feedback, continuous development, and shared accountability for impact.
Guide the team to focus on a small number of high‑impact, globally aligned initiatives that are adapted thoughtfully to LATAM realities (“fewer, better”), avoiding unnecessary proliferation of bespoke local programs while still meeting critical local needs. 

4. Influence and collaborate across the globe

Partner with the Global VP of Inclusion Strategy and the broader global I&D organization to translate global I&D practices into a LATAM context and ensure regional realities inform global strategy.

Prioritize adapting and scaling global offerings and frameworks for the LATAM region over creating entirely new local solutions, ensuring coherence with global strategy while honoring local cultural, legal, and social nuances.

Draw on a wide network of stakeholders across functions, levels, and regions to align efforts and mobilize internal advocates.

Support and guide ERG development and sustainability in the region, aligned with global ERG strategies and Leadership Excellence principles.

Champion an employee‑led approach to ERGs and culture or heritage celebrations—empowering and equipping employees to lead, while providing strategic guardrails that reinforce inclusion, Leadership Excellence, and a consistent employee experience across markets. 

Who You Are (Experience)

• Deep inclusion expertise in a LATAM context, with a strong understanding of regional cultural nuances, legal frameworks, and social dynamics.
• Proven change leader who knows how to disrupt systems and behaviors in ways that are sustainable, ethical, and aligned with business strategy.
• Experience in multinational organizations, ideally with regional and cross-functional influence.
• Demonstrated ability to build and execute long-term and mid-range strategies, connecting vision to measurable action and impact.
• Skilled at using quantitative and qualitative data to set direction, influence leaders, and assess outcomes.
• Strong partnership and collaboration skills, with the ability to connect inclusion efforts across functions, countries, and leadership levels.
• Proven track record of building deep inclusion capabilities in HRBPs, GBPs, and senior leaders—using coaching, inquiry, and real business scenarios to help them own and apply inclusion in their domains. 
• Experienced coach to leaders, particularly on inclusive leadership, with the ability to identify and address gaps in behavior, mindset, and capability.
• Demonstrated ability to make and explain strategic trade‑offs—saying no when needed—and to align stakeholders around “fewer, better” initiatives that are globally coherent and locally relevant, rather than proliferating disconnected activities. 
• Demonstrated ability to model inclusive leadership in everyday decisions, interactions, and team management.